• By 2030, 70% of the skills used in most jobs are expected to change, even for people who remain in the same role. In the UAE, 72% of organizations cited skill gaps as a major barrier, which is above the global average.
• According to Coursera's Global Skills Report 2025, year-on-year GenAI enrollments spiked 344% in the UAE, 194% in Qatar, and 165% in Saudi Arabia.

Artificial Intelligence (AI) and Generative AI (GenAI) are reshaping the global workforce, accelerating the shift to a skills-based labor market. Studies indicate that by 2030, 70% of the skills used in most jobs will change, even for individuals remaining in the same role. As organizations adapt to keep pace, HR and learning and development (L&D) professionals are at the forefront of addressing the growing mismatch between existing workforce competencies and future job requirements.

Strategic investments in targeted education and retraining initiatives are critical to cultivate a balanced skills profile within the workforce. These efforts must integrate the technical proficiencies necessary for advanced cognitive tasks with the soft or human-centric capabilities essential for effective collaboration and leadership. Such human capital investments are particularly urgent in the MENA region, given its bold strides toward AI-driven transformation and alignment with ambitious growth visions, including We the UAE 2031 and Saudi Arabia’s Vision 2030.

The region’s extensive investments in AI and technology underscore a strong and growing demand for digital upskilling. More than 40% of MENA learners have earned at least one micro-credential, among the highest globally, and year-on-year GenAI enrollments spiked 344% in the UAE, 194% in Qatar, and 165% in Saudi Arabia, according to Coursera’s Global Skills Report 2025. However, despite these advances, significant skill gaps persist. In the UAE, 72% of organizations cited skill gaps as a major barrier, above global averages, while Qatar faces an acute shortage of AI and tech talent. 

To close these gaps, HR leaders must embrace a dynamic, skills-first approach, making continuous employee upskilling a business imperative. Holistic talent strategies and agile learning models that prioritize skills development can better support evolving industry demands. Leveraging online platforms to deliver scalable, relevant learning creates more robust talent pipelines and facilitates equitable access to opportunities.

For businesses and employees alike, integrating such platforms yields tangible benefits. Organizations, for instance, have reported a 327% return on investment from deploying Coursera for Business. This is attributed to the ease of access to high-quality courses and globally recognized certifications from leading companies and top universities. A total of $4.85 million in net present value (NPV) was attained over three years, driven by a range of benefits such as time savings using prebuilt Coursera courses and productivity gains from building specific advanced skills.

Fostering a culture of lifelong learning also highlights the need for companies to invest in developing their HR teams. HR technology skills are among the fastest-growing business skills, crucial for navigating the future of work. By leveraging AI and big data or using AI chatbots, HR professionals can effectively measure employee engagement, predict attrition, optimize workforce planning, and prepare for emerging talent-focused roles. Real-time people analytics further empower HR to influence broader business strategy through more informed workforce decisions.

As AI and GenAI transform learning priorities, concerns about their ethical usage, inherent bias, and risk exposure pose yet another challenge for HR professionals. Employee trust and organizational reputation are key drivers of talent attraction and retention, and HR must champion ethical AI use to ensure these technologies are used responsibly. Establishing clear guidelines and policies and providing training around responsible AI in the workplace will be essential to protect sensitive data, ensure compliance, and build trust across the workforce.

HR’s role in empowering a multi-generational workforce to adapt to future disruptions cannot be overstated. Embedding learning into daily workflows and democratizing access to technical, human, and ethical skills development will support employees with growth pathways in agile work environments. At the same time, adopting an empathetic approach to the employee experience is equally important. Prioritizing well-being and cultivating an inclusive culture will help build a more valued, resilient, and connected workforce.

Today, HR has transitioned from a supporting function to a strategic driver of organizational success. By investing in their own capabilities and those of the employees, HR professionals in MENA are proactively shaping the future of work, strengthening both the region’s global competitiveness and its long-term prosperity.

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