CAHRS Top 10 December 2025
1. From Jobs to Skills to Outcomes
Rethinking How Work Gets Done
Deloitte
Traditional job-based workforce planning is becoming outdated due to rapid technology shifts. Organizations now focus on tasks and skills, using technology to match work and talent more flexibly. Integrating skills, technology, and work design around outcomes enables greater agility and adaptation to changing business needs. Workforce planning must also reflect this shift, adopting a more detailed and flexible approach centered on tasks and skills. Broad jobs can be planned based on skills, while fractionalized jobs can be planned around tasks. In this way, jobs remain a valid reference point even in a changing era, but they may no longer serve as the absolute foundation for workforce management as they once did.
Look for the notes from the recent CAHRS working group on Innovative Approaches to Workforce Planning on the CAHRS website.
2. HR Business Partner vs. HR Manager
Overview and Differences
Indeed
Understanding the differences between an HR business partner and an HR manager can help you grasp the functions of high-level roles in the human resources field. HR business partners focus on strategic planning and align HR initiatives with overall business goals, working closely with senior leadership. HR managers oversee day-to-day HR operations, including recruitment, benefits, and compliance, and act as a bridge between employees and management. While their responsibilities may overlap, these two roles remain distinct, differing in their core functions, level of support and expertise required.
CAHRS recently introduced a new world-class HRBP Framework supported by a CAHRScast series. Visit our website to watch past recordings and register for the final session.
3. Experimenting With AI Tools
Google Recruiters’ Learnings
HR Brew
Google recruiters use AI tools to automate tasks, improve candidate matching and enhance interview readiness. These technologies reduce administrative work, allowing recruiters to focus on value-driven activities and the candidate experience. Although no one yet has a perfect answer for how AI should be used in the HR field, Google’s ongoing experimentation aims to streamline hiring further and strengthen retention.
4. Preparing for 2026
The Top 5 Human Resource Management Challenges
Workday
This article discusses the role of HR in modern businesses and the top five HR management challenges. By 2026, HR will face challenges such as talent shortages, rapid digital transformation and increasingly complex compliance demands. Addressing these challenges will require strategic workforce planning, continued investment in skills, openness to AI despite trust concerns, and stronger alignment between HR and business strategy to drive growth and retention.
CAHRS is conducting its own survey with our partner companies and will share the results in the CAHRScast, “What Issues are Top of Mind for HR Leaders Heading into 2026” on January 28, 2026, at Noon EST. Register here.
5. The Evolving Role of the CHRO
From People Leader to Organizational Leader
Deloitte
The CHRO role is rapidly evolving from a traditional people-management focus to a core strategic leadership position. Deloitte highlights that CHROs now require 23% more unique skills than five years ago—the fastest growth among C-suite roles. Today’s CHRO must drive business value through workforce strategy, digital transformation, analytics and culture. The position increasingly demands enterprise-wide thinking, influencing growth, innovation and organizational design—not just HR operations.
6. Why AI Stumbles
Solid Data Strategy Needed
Bain & Co.
Many AI initiatives fail to scale, not because of the technology, but due to weak data foundations. Poor data quality, unclear ownership, fragmented governance and unstructured datasets often derail progress. Leading companies avoid this by treating data as a strategic asset—prioritizing high-value datasets, building reusable data products, assigning domain owners and creating flexible architectures. This demonstrates that a strong data strategy is the core enabler of effective AI.
7. The Gender Pay Gap
Aggravated by Job Relocations
Chicago Booth Review
A new cross-country study of married dual-income couples in Germany and Sweden finds that when relocations happen for one partner’s job, the move tends to largely benefit men’s earnings—while women often see smaller gains or setbacks. Because the man’s career typically takes priority, the “co-location” challenge—choosing a location that serves one spouse but limits the other—emerges as a key driver of post-move pay disparity.
8. Workforce Hopes and Fears
2025 Global Survey
PwC
A global survey shows workers are feeling increasing pressure but see AI as a source of opportunity. Nearly half of the participants used AI this year, but only 14% use generative AI daily—those who do report higher productivity, job security and pay. Financial stress is rising, with 55% struggling and over a third feeling overwhelmed each week. Significant upskilling gaps persist, especially for non-managers. The findings point to a need for accessible learning, stronger AI adoption and better alignment between employees and leadership.
9. Leadership Pipelines
Future Proofing
Association for Talent Development
Organizations are facing urgent leadership pipeline gaps driven by retirements, reshoring and rapid AI-related skill shifts. To future-proof succession, companies need a clear “North Star” for future leaders that aligns with their long-term strategy, rather than simply replacing roles. Strong pipelines focus on identifying and accelerating high-potential employees early, using data and behavioral assessments to pinpoint risks and strengths.
10. Africa's Human Capital
The Next Frontier for Global HR Innovation
SHRM
Africa's young and expanding workforce positions African countries to seize global opportunities and shape the future of work. Beyond this demographic strength, Africa is emerging as a hub for technological innovation, particularly in HR technology designed to address the talent challenges faced across African workplaces.