Nigel Wright Group was delighted to attend the recent AIHR webinar on Embracing Disruption: 11 HR Trends for 2025
Here's what we learned…
As the world of work hurtles towards a future defined by complexity, disruption and opportunity, HR professionals are uniquely placed to lead the way. That was the compelling message from Dr Dieter Veldsman, Chief Scientist at the Academy to Innovate HR (AIHR), during a recent webinar facilitated by HR Ninjas' Lauren Fielder.
Titled 11 HR Trends for 2025: Embracing Disruption, the session explored how seismic shifts in workforce composition, technological advancement, and societal values are transforming the role of HR.
“We believe 2025 will be a pivotal year of transformative change,” said Veldsman. “If HR is to thrive, we need to not only embrace disruption—we must lead through it.”
Big Forces, Bigger Opportunities
Before diving into the trends, Dr Veldsman outlined four macro forces already reshaping the workplace:
- The multigenerational workforce—older employees are staying longer, while younger generations bring different expectations and priorities.
- Resource and skills scarcity—organisations must rethink where and how they find and develop talent.
- Technological transformation—particularly the rise of generative AI, which is redefining how work gets done.
- A changing employer-employee contract—workers are demanding more meaningful, equitable, and flexible working lives.
Add to this a backdrop of global uncertainty and it's no wonder that, as Dr Veldsman noted, “there’s a lot of anxiety—but also enormous opportunity if we’re ready to adapt.”
The 11 HR Trends Shaping 2025
Grouped under three key themes—Technological Transformation, Shifting Talent Dynamics, and Tactics to Help Organisations Thrive—the 11 trends offer a roadmap for progressive HR leaders.
I. Technological Transformation: From Experimentation to Execution
- AI Adoption to AI Adaption – It's no longer about giving people tools; it’s about building real AI strategies. “Buying licences is not an AI strategy,” said Veldsman. “It’s just the starting point.”
- AI in HR – Adoption within HR is still mostly at an individual level. HR must build confidence and competence to move from experimentation to embedded practice.
- Tipping Point for Skills Mismatch – The skills gap is becoming unmanageable. “We have the people—we just have the skills packaged incorrectly,” warned Veldsman.
- New Collar Job Boom – Credentials and degrees are losing ground to certifications and practical know-how—especially in tech-forward industries.
II. Shifting Talent Dynamics: Redefining the Workforce
- Golden Age of the Silver Worker – Over-75s are the fastest-growing workforce group in the US. Employers must rethink rigid career timelines and offer flexible later-life opportunities.
- The Women’s Equity Effect – Progress on equity hasn’t translated to lived experiences. “We need systemic change, not just policy change,” Veldsman said.
- Looming Organisational Anxiety – Constant change and global tension are fuelling uncertainty. HR must become the steady hand guiding people through turbulence.
III. Tactics to Help Organisations Thrive: Future-Ready HR
- Antifragility Over Resilience – It’s not about bouncing back. “Antifragility is growing stronger through adversity,” explained Veldsman.
- Employee Engagement 2.0 – Forget beanbags and free lunches. People want fair pay, purpose, and psychological safety. “We’ve gone too far into perks over purpose,” he warned.
- HR Execution is King – Strategic vision must be matched with tactical delivery. Execution excellence will define successful HR functions in 2025.
- The Embedded HR Professional – HR should no longer be a ‘support partner’. “We are core business,” insisted Veldsman. “It’s time to change the narrative.”
What Should HR Do Next?
Dr Veldsman left attendees with three powerful calls to action:
- Redefine value – Know what your stakeholders expect from HR and deliver it consistently.
- Re-examine your model – Is your HR function set up to support the new world of work?
- Reskill for relevance – Focus on building a T-shaped skillset: business acumen, data literacy, digital agility, people advocacy, and execution excellence.
“HR has a perception problem,” Veldsman concluded. “There’s a gap between what we actually do and what we’re seen to do. 2025 is our year to change that—to shape the future of work and help society flourish.”
How This Complements Our Research
Dr Veldsman's insights from the AIHR webinar align closely with the findings from our own Nigel Wright Group research on HR Predictions for 2025. While AIHR offers a macro-level, future-facing view of the global forces shaping work, our report translates those forces into practical, actionable priorities for HR leaders.
Both highlight the growing urgency around:
- AI adoption and upskilling
- Skills-based talent strategies
- The evolution of employee experience
- The critical role of emotionally intelligent leadership
What AIHR calls the “tipping point for the skills mismatch”, we explore through internal mobility strategies and structured career pathing. Where AIHR emphasises antifragility and embedded HR, our research provides tactical guidance on strategic workforce planning and tech integration.
Together, these perspectives offer a well-rounded roadmap to help HR leaders not only prepare for 2025—but lead it.
Click here to access “HR Predictions for 2025: What lies ahead for the workplace.”
Final Thoughts…
At Nigel Wright, we’re seeing many of these trends play out across the sectors we support—especially in executive recruitment. Skills-based hiring, AI integration, and evolving leadership expectations are reshaping how businesses attract and retain top talent.
This session was a powerful reminder that HR isn't just adapting to change—we have the power to shape it. And with the right strategy, skills, and mindset, we can lead our organisations into a thriving future.