The evolution of technology and digital transformation will also fast-track the evolution of HR. The focus will extend to well-being and helping employees and businesses converge at a sweet spot for maximum productivity by identifying purpose. As a result, these seven jobs are expected to become more common shortly.
For HR to remain employee-centric in the future, its jobs will have to evolve to address aspects of employee-centricity that were formerly overlooked. These new jobs have been highlighted in the recent report by the Cognizant Center for the Future of Work, 21 HR Jobs of the Future. We chose seven jobs from this list that we believe will generate the greatest interest shortly. Here’s our list.
7 HR Jobs of the Future
A work-from-home facilitator must ensure that every remote employee has the technology they need to do their very best work. This role demands tech-savvy, the ability to oversee organization-wide integration projects, an excellent understanding of the digital technology market (VR and AR), strong interdepartmental collaboration skills, and the ability to assess, select, and budget for new digital communication tools.
Chatbot and human facilitator
This unique role will require the professional to train virtual agents to be emotionally intelligent and understand when to escalate issues instantly to appropriate levels of management.
The professional will have to have some experience designing automated solutions that use chatbots, have familiarity with application design principles, some background in HR contact center management and escalation processes, and a deep understanding and cultural attunement to languages or dialects.
Distraction prevention coach
This professional will turn the tide on smartphone obsession and help the workforce rediscover their healthiest, most productive selves.
They will require a bachelor’s or master’s degree in HR, minimum ACC accreditation with the International Coaching Federation (ICF), excellent communication and interpersonal skills, and experience leading cross-functional teams.
HR data detective
In a significantly technical role, an HR data detective will source, sift, and investigate people data from multiple sources, including human capital management systems, employee surveys, learning management systems, benefits portals, and compensation and succession planning systems.
This role won’t come easily to candidates. They will have to have at least five years of experience working in a people analytics team, a four-year degree in math, physical science, philosophy, economics, law, or accountancy, SQL, Python, and cloud capabilities, and of course, excellent communication skills.
Human bias officer
With artificial intelligence permeating every HR process, organizations should already have human bias officers in place. This role requires establishing responsible processes that mitigate bias and leverage resources such as IBM AI Fairness 360.
Human bias officers will work closely with algorithm bias auditors and senior decision-makers, but not before gaining at least 8+ years of ethics/bias management experience. An advanced master’s degree, strong organizational, analytical, and critical thinking skills, and excellent communication and interpersonal skills will also be required.
Director of well-being
The director of well-being will focus on weaving mental, emotional, physical, and spiritual well-being into the organization’s fabric and culture.
They will create solutions that address isolation, mitigate employee burnout, be a certified yoga instructor, meditation practitioner, or similar, have clinical behavioral health experience, foster internal and external well-being networks, and have excellent emotional intelligence and empathy skills.
Chief purpose planner
A visionary chief purpose planner will shape and promote a defined corporate purpose that aligns with both clients’ customers and employees.
The future HR job will require 15+ years of experience in a leadership position with budget-line responsibility, a solid background in corporate ethics, flair for social media and employee engagement, background in economics and an ability to interpret macroeconomic trends, ability to build and maintain relationships with C-level HR, CMO, and CTO executives.