By Maggie Mancini
Lydia WilsonChief People Officer at Dexian: “As the world gets more complex and disconnected, organizations have the responsibility to provide a sense of community. Today, people are looking to their employers for that. It’s part of HR leadership’s role to create a feeling of community and build a sense of trust and belonging, that you’re part of something bigger. When employees change jobs now, they often move because they don’t feel connected to a community. People need to be seen and valued. The role of the employer has been elevated in this regard, as has the role of the people manager. Leaders who can coach and interpret change will become critical to retention.”
Josh BersinGlobal Industry Analyst and CEO of The Josh Bersin Company: “A big topic for 2026 is the reinvention of work, jobs, and company business processes. AI gives us all opportunities to reengineer what we do and how we do it, so companies must encourage experimentation and job redesign and avoid the ‘I don’t want to change’ mentality that holds this back. At the same time, companies must build standard AI platforms and manage them internally. While vendor solutions are great, most of the transformative AI inventions will be built by employees and IT departments themselves.”
Terilyn MonroeChief People Officer at Guardant Health: “As we head into 2026, I believe it will be important for us to focus on three things: preparing our workforce for the future in the context of our business strategy, being intentional with what should be human-led and AI-powered, and leading the business of HR as we continue transforming the way we operate.”
Maggie DriscollChief People Officer and Culture Officer at Blackbaud: “Adopting new HR trends for 2026 will require careful attention to change management, organizational structure, culture, resource allocation, and technology integration. Addressing these challenges proactively with the business in collaboration is a requirement for all but especially HR leaders.”
Eric TinchChief People Officer at Sutherland: “Upskilling will continue to be a critical priority. Strengthening individual and team capabilities to effectively leverage tech-enabled solutions and AI will be paramount. This focus will be central to driving both individual growth and organizational stability in 2026.”
Jenny ShiersChief People Officer at Unily: “HR will become architects of organizational velocity. Digital experience will evolve from a ‘nice to have’ to business-critical infrastructure as HR departments partner with IT to create frictionless employee experiences that consolidate systems, reduce digital noise, and make access to knowledge intuitive and personalized.”
Annie RosencransDirector of People and Culture at HiBob: “HR leaders will need to focus on three priorities: skills, sustainability, and employee experience. With rapid change driven by AI and shifting workforce expectations, HR must strengthen employee skills and talent strategies to keep pace with evolving business needs. At the same time, advancing organizational sustainability through inclusion, well-being, and responsible technology use will be essential. As hybrid work continues to evolve, creating a personalized, purpose-driven employee experience will differentiate leading organizations.”