New Years Resolutions for HR

By Paul Marsh (not GPT!)

As the new year begins, HR professionals are entering a period of rapid transformation shaped by new technologies and the increasing influence of tools like GPT. A key resolution for any HR team should be to deepen understanding of how these technologies work and where they can add value. Upskilling in digital literacy, data interpretation, and the fundamentals of automation helps HR remain relevant and confident in a changing environment. This is essential for avoiding redundancy and for positioning the function as a knowledgeable advisor rather than a passive observer of change.

Another important resolution is to build expertise in areas where human judgement, empathy, and strategic thinking are essential. Skills that require emotional intelligence, nuanced problem-solving, and a strong understanding of organisational behaviour cannot be replicated by algorithms. Strengthening capability in leadership development, culture building, conflict resolution, and ethical decision-making ensures HR remains indispensable even as technology advances. Exploring learning opportunities, joining professional networks, and dedicating time to ongoing development can help HR professionals stay ahead of shifting expectations.

Beyond capability building, the new year is an ideal time to tidy up administrative processes and remove low-value, repetitive work. Clearing these tasks prevents ongoing frustration and creates a more efficient foundation for the year ahead. Many HR teams carry over backlogs of outdated documents, inconsistent procedures, or manual processes that absorb disproportionate amounts of time. A deliberate effort to streamline, automate, or eliminate unnecessary steps will improve accuracy and reduce workload pressure, allowing HR professionals to devote their energy to higher impact activity.

With a cleaner operational base, HR can then focus on bringing fresh solutions to real business challenges. Innovative ideas may include redesigning induction, improving performance frameworks, enhancing leadership pipelines, or developing new approaches to succession planning. Small improvements often produce significant organisational benefits, particularly when aligned with long-term strategy.

Another valuable resolution is to strengthen collaboration across the organisation. HR gains credibility when it listens actively to business leaders, understands commercial pressures, and offers practical, informed recommendations. By engaging more closely with departments, HR can identify emerging concerns early and tailor its initiatives to meet genuine needs rather than assumptions. Better collaboration also supports consistency in communication and helps build trust in HR’s role as a strategic partner.

Finally, HR should commit to nurturing a culture of curiosity and adaptability within its own teams. The world of work is changing quickly, and HR must be prepared to evolve with it. A mindset that embraces learning, experimentation, and continuous improvement will allow HR professionals to remain resilient and forward-looking. Encouraging reflection, sharing insights, and investing in professional growth helps create a team that can navigate uncertainty with confidence.

HNY26!