Human Resources Trends in 2022

The world of work is moving at break-neck speed, posing huge challenges and exciting opportunities for Human Resources professionals. Organisations around the world are addressing talent shortages, embracing new ways of working and leveraging technology to reshape their business models.

To better understand global HR trends The Next Step’s Managing Director Jo Skipper spoke to HR Executive Marianne Roux to discuss some of the trends emerging in the northern hemisphere.

Marianne runs Roux Consulting, a global niche consulting firm based in Ireland, servicing Europe and the Middle East. She is passionate about Future of Work strategy and regularly teaches at Business Schools around the world.

1. Hybrid work models

Hybrid ways of working are the new normal. Organisations are exploring different models and using hybrid to attract and retain people. “You get double or triple the applications if you have flex or remote opportunities in your in your ads,” says Roux.

In the current environment organisations are trying to reframe work and identify which tasks are better done at home, which tasks are better done in the office and how to achieve a balance that works well for all. "We are calling it 'flexible' here [in Ireland] and not hybrid because so many people have to be in the office five days a week and then all of a sudden inequity starts to form." 

Flexible ways of working are key, but Roux warns that the future of work is bigger than just hybrid. "I'm really cautioning clients against taking hybrid as the only issue they need to think about," says Roux. She highlights belonging and connection as the current focus for many employers.

2. Mass churn & changing candidate expectations

Europe has seen mass resignations in 2022, alongside the large-scale creation of new jobs. Recruitment is currently at an all-time high. 

Following the pandemic, employee expectations have changed significantly, with jobseekers carefully balancing personal and professional ambitions. “People are simply just saying: If you don't offer flex and wellbeing, we're not interested, thank you very much. And by the way, what's your purpose and what is your social stand on this, this and that?” says Roux. In response employers are having to reshape their employee value proposition and their benefits.

The push for greater corporate and social responsibility impacts a wide range of topics from anti-racism policies, refugee support and environmental advocacy. “CEOs are being pushed on ESG after COP24 here,” she says. 

 3. Flexible hiring practices

Given significant people shortages, employers are casting the net wide to try and recruit the best talent. “They are willing to hire from anywhere,” says Roux. 

100% remote work and a variety of other options are now becoming available to employees. “We're trying different models. We're trying four-day weeks. We're trying nine-day fortnights... it's a very fluid, experimental thing right now,” explains Roux.



Even industries with limited opportunities to offer hybrid have the potential to innovate Roux believes. Sectors such as construction can offer nine-day fortnights, job-sharing arrangements, or week on/off models to increase flexibility without impacting pay. Telehealth is another example Roux provides where typically face-to-face industries are using technology to innovate and provide greater flexibility to employers, customers and employees.

4. Reskilling & adoption of technology

CEOs in the northern hemisphere are concerned with how to best reskill their workforces. Digitalisation, robotics and automation are helping to reshape business models, requiring new skills and analytics capabilities.

Whilst some HR professionals are feeling overwhelmed by the scale of the current challenges, Roux can see that many are relishing the opportunity to drive strategy and transformation. 

The key to success, she believes, is investing in technology and finding the right support, otherwise the overwhelm will continue. “You need to partner with the right consultants to work with you through these priorities and investments. Partner with your IT, because your current ERP system will not cut it.” 



Digital transformation is even more accelerated in the Middle East where high energy prices in the Middle East are driving massive investment “They're investing their oil money into future cities and into technology, way ahead of the pack on digitalization, AI, metaverse. So if you're [in the Middle East], you better understand metaverse and those kind of issues really fast,” says Roux.

5. HR overwhelm

Human Resources people face significant challenges in the year ahead. Reshaping the way we work and delivering significant agendas is no easy task. Many People and Culture teams are feeling exhausted. “All those things are combining to overwhelm HR,” explains Roux.

In Australia, we are seeing significant movement within the HR employment market. HR job opportunities grew 2.5 times faster than the national average in the first 3-months of 2022 and look set to reach an all-time high this year.

In some cases the HR overwhelm is becoming too much and People & Culture professionals are looking for a fresh start. Like their global counterparts, flexible ways of working are a big drawcard for HR professionals.

How can we help?

If you’re looking for a new HR role or want to learn more about developing your HR capabilities, please reach out to your Next Step consultant or contact us.

Jo Skipper is Managing Director of The Next Step. She partners with the executive HR community to source exceptional talent across contract and permanent positions. Jo has a deep understanding of, and interest in, change management and total reward specialisations.

Marianne Roux has 30 years’ global experience as an HR Executive, Future of Work Strategist and Professor of Leadership. She runs Roux Consulting, a global niche consulting firm based in Dublin, Ireland and teaches regularly at Business Schools around the world.

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