HR Debatable

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Those of us working in HR know that it’s tough. And while it always has been tough, it probably has become even tougher over the past three years starting (of course) when Covid hit. Almost overnight HR was expected to have all the answers: how to get entire workforce working from home or enabling frontline workers to continue to work in an adapted work environment, how to deal with people’s mental health, how to enable managers, etc. Where HR practitioners have long been regarded as paper pushers and corporate law officers they are now charged with an increasingly long list of duties: developing the future workforce, figuring out what to do with generative AI, coming up with effective remote work policies, maintaining equity, preventing turnover, and the list goes on. While many people have celebrated the expansion of HR into so many business operations, this development does seem to be taking its toll; according to a poll by Sage, 95% of HR leaders and C-suite executives say that being in HR is too much work, 81% of HR leaders say that they are personally burnt out, and 62% say they’re considering leaving the field.