Human Resources (HR) has often been perceived as a support function rather than a strategic one. Over the past decade, this underestimation has taken its toll, with HR professionals grappling with disengagement, disillusionment, and a sense of hopelessness. Perhaps this resonates with you or your colleagues. However, not everyone in HR is struggling. In fact, I've identified a common denominator amongst HR leaders who are currently highly energized and optimistic:

Empowered by Leadership: Being supported by forward-thinking leaders who encourage innovation, calculated risk-taking, and co-creation.

Where HR professionals are thriving, their organizations are too. But the contrast is stark. For many, the last few years, shaped by the pandemic and its aftermath, have been a relentless slog and the struggle of HR is now penetrating deep into organisations.

A colleague once shared a profound observation: 

“There are no inherently difficult employees, only unsuitable and ineffective environments.”

This sentiment rings true in the context of HR’s struggles. The transformation required isn’t merely within HR itself but in how leadership approaches HR, creating an environment in which they can and must perform.

The Strategic HR Revolution

In a small handful of organizations, I'm pleasantly surprised to be observing a quiet revolution in action. Leaders are recognizing that changing employee expectations, generational shifts, and societal evolution demand a different approach in business and HR. Progressive CEO's are challenging HR to solve complex people problems that are draining company resources, and importantly, they are providing the necessary attention, time, and budget for them to do so.

But this empowerment comes with a string attached: accountability. In these more progressive organisations, we see HR being treated with the same strategic rigor as other departments. This is a signficant shift from the historical neglect that remains pervasive in the majority of organisations as illustrated in these past and current stats:

• Only 11% of organizations prioritized HR analytics or tech investments in 2019 (Deloitte).
• Just 37% of executives in 2017 believed HR was equipped to drive transformation (KPMG).
• In 2020, only 35% of leaders had a comprehensive people strategy aligned with business goals, despite 88% citing workforce issues as a priority (PwC).

And now, one from HR themselves

In 2024, 98% (yes you read that correctly) of CHRO's believe their performance management system doesn't work (Gallup). 

An “A for Effort” but a “D for Value-Add”

There's been no shortage of effort in many HR departments. They are run ragged spinning plates and catching balls, whilst simultaneously trying to keep up with the fast-evolving changes in the employee and employer landscape. Yet all this effort simply hasn't resulted in value-added outcomes and impace. In fact, many employee metrics are currently getting worse not better.

1. Employee Engagement: Global engagement rates remain stagnant at around 20% (Gallup).
2. Wellbeing: Workplace burnout has surged, with 77% of employees reporting burnout in 2022 (Deloitte).
3. Retention: Record resignations in 2021 underscored dissatisfaction with traditional HR practices.
4. Change Resilience: McKinsey reports that 70% of change initiatives fail, with organizational culture as a primary barrier.

Is it any wonder that HR is now facing a burnout epidemic of their own? 

The state-of-HR Litmus Test

It's quite easy to assess whether a HR professional is energised and optimisitc, or on the road to burnout and disengagement. Simply present them with an innovative solution that has been developed to help organisations transition away from traditional stagnant approaches and towards an robust and game-changing future. I see two distinct patterns in responses:

1. Resistance, overwhelm, and excuses = "Heck, No!"
2. Recognition, readiness, and enthusiasm = "Let's Go!"

A Challenge for 2025

During a recent leadership workshop, a brilliant peer of mine delivered a powerful message to a room of weary HR professionals:

“If you’re not prepared to get strategic, lead your leaders, and fight for resources, then you shouldn’t be in your role.”

It was a bold statement, met initially with uncomfortable fidgeting, but ultimately applause. Her point was simple: You are not alone. There are people and solutions out there to help, but you need to open your door, mind, and heart to them, and start positioning yourself as the answer to your company's people problems, not a perpetuator of them.

Questions to Reflect On

Consultants like myself have the priviledged position of seeing the full spectrum of HR culture in different businesses. What I can assure you is a) there are success stories, and b) there are HR leaders who have navigated to a much better place for themselves and their organisations. However, it's often been a tough journey, and one that typically starts with doing a little bit of soul searching and reflection.

So, as we approach 2025, I urge HR leaders to take a moment to reflect on these questions:

1. What type of HR professional do you want to be?
2. What do you need to let go of that no longer serves you or your organization?
3. How will you create time to explore emmerging innovations? What is taking up all your time at present, that without signficant change will never end?
4. How are you preparing yourself and your organization for the future of people management?
5. How will you hold yourself and your team accountable for delivering measureable impact that demonstrates your value?
6. How will you persuade leadership to trust you and take you seriously?
7. Is the organisation you are currently working for a place where you can fulfil your potential or a place that's holding you back?
8. Maybe the most important question - What habits and emotions have been stopping you from making these changes until now?

Embracing the Growth Zone

As we enter a new year, I encourage you to spend more time in the “learning zone”—just beyond your comfort zone. This is where curiosity, growth, and fulfillment thrive. It’s also where transformative change begins.

2025 is presenting a career-defining opportunity for HR leaders who are ambitious to step into their power.

Will you be one of them?