HR Technologies Show 2025: 5 Indicators of HR’s bright future

HR Technologies Show 2025: 5 indicators of HR’s bright future in summary:

In his talk at the latest HR Technologies Show, author and HR Expert Ben Eubanks highlighted 5 reasons why the future is bright for HR, which included:

• HR professionals are at the forefront of developing more personalised workplaces, and redefining what good leadership really is.
• HR is taking centre stage in helping businesses be more agile, and supporting CEO’s with their more strategically-minded talent retention efforts.
• And, whilst technology is fundamentally changing how we work, the workplace is still fundamentally human – and this is an area which HR pros excel in.

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The 2025 HR Technologies show is known for being the go-to event for people pros, and this year’s event certainly lived up to the hype!

It was packed to the rafters with thought provoking seminars and talks (not to mention some of the best providers of HR software you could wish for), including the one I attended by best selling author, speaker and researcher Ben Eubanks.

Ben is a well-respected and trusted voice within the world of people management. as well as being the Chief Research Officer at Lighthouse Research & Advisory and a go-to expert on HR technology, talent acquisition, and employee experience, he’s also the author of Artificial Intelligence for HR, a widely referenced book that explores the intersection of AI and people management. So, he definitely knows his stuff!

He’s presented at the HR Technologies show on numerous occasions, and this year he hosted a keynote seminar on why the future is bright for HR. Here’s what he had to say…

The 5 indicators of HR’s bright future

Ben began his talk by stating that despite the sharp rise in burnout (something that we’ve investigated in our recent report HR Under Pressure), the future still looks surprisingly bright for HR. Indeed, Ben shared a heart-warming example to make his point: his young son, of all people, is already a fan of HR and proudly talked about it on his school careers day. If that doesn’t say “the future of HR is in good hands,” I don’t know what does!

He stated that whilst there might be more traditionally “glamorous” careers out there, HR has something special. It’s a profession that people love to work in thanks to being deeply engaging, rooted in people, purpose, and impact. And, whilst it has its obvious challenges, for many, that’s the kind of meaning that matters most when looking for a rewarding career. Ben then zoomed in on five key areas that, in his view, show just how bright the future of HR really is, and where people are going to make a huge difference…

1. The personalisation of work

Ben shared a powerful example that really brought this idea to life when he described how his HR team once had to step in and support an employee whose home and life were torn apart by a tornado. I mean, how do you even begin to prepare for something like that?

It’s a stark reminder that HR isn’t just about workforce processes and policies: it’s about being there for people, especially when life hits hard and they’re left picking up the pieces.

We’re now firmly in the era of “where, when, and how I want it” when it comes to work. Employees expect more control and customisation, and if they don’t feel that straight away, they’ll move on. In fact, according to research by Lighthouse, two-thirds of new hires decide whether they’re sticking around within their first five days on the job. Five days!

Ben emphasised that personalising work isn’t just about offering hybrid work options – it goes way deeper than that. It’s about giving people the freedom to define what flexibility really means for them. Such as, when do they want to work? How do they want to work? How do they want to grow? These are all areas businesses must figure out in order to stay productive and competitive.

Of course, no organisation can meet every individual need – that’s simply impossible. But, we can definitely move closer to that ideal by moving away from a one-size-fits-all approach to work. The goal isn’t perfection, it’s progress.

2. Redefining what ‘good’ management is and supporting managers

Managers are under more pressure than ever, and in some cases, they’re actually contributing to employee turnover. We’ve all experienced (or at least heard about) what bad management looks like. But here’s the real question: do we actually know what good looks like?

Ben pointed out that many businesses don’t do a great job of defining that. Leaders are often left to figure it out on their own. That’s where HR can (and must!) step in – not just to support managers, but to help show them what good leadership looks like and how to get there.

One of the most effective ways to do this? Spot the managers who are already mentoring, guiding, and genuinely supporting their teams, and shine a spotlight on them. Elevate and celebrate their success so others can learn from it. When people can see and feel what great leadership looks like, it’s much easier to replicate, and that ripple effect can make a big difference across the organisation.

3. People + change = organisation agility

Another big takeaway from Ben’s talk was that HR has a huge role to play in helping people adapt. And, in a world of constant change – from tech disruptions to shifting business models – that’s becoming more urgent than ever.

We’re seeing a sharp rise in the value of intangible assets: things like brand, culture, innovation capacity… and especially the skills of people. But here’s the issue: according to Lighthouse’s research, only 16% of employees say their company is helping them develop the skills they’ll need for future success. And the top reason people say they’re learning at work? Not ambition or performance: it’s because it’s mandatory. Now that’s a problem!

If your teams aren’t adaptable, and if they’re not learning and growing with the business, how can they be trusted to navigate change? Worse still, only 13% of employers say their departments are highly adaptable. That’s a lot of potential left untapped.

People are already anxious about their future, especially with AI on the rise. They’re turning to employers and HR teams for help. Not just with upskilling, but with building the confidence to grow and evolve. Luckily, here’s the good news: employees who feel like they truly belong are far more open to learning. They’re not just doing the bare minimum – they’re actively seeking out development opportunities. And that’s the culture HR can help shape.

This isn’t just about offering more training. HR creates environments where learning connects directly to purpose, growth, and adaptability – building teams that are truly ready for the future.

4. Talent is a CEO priority

One message that came through loud and clear in Ben’s talk was that talent is right at the top of the CEO agenda. Yes, AI and tech are transforming both HR and the wider workplace, but it’s people who unlock their real potential. Without the right talent, even the smartest tools fall flat.

That puts HR in a powerful (and slightly pressured) position. To really make an impact, HR needs to stop feeling out of place as strategic leaders, and start getting closer to the business. That means understanding what CEOs truly care about – revenue, profitability, growth – and aligning people strategies with those goals.

Ben put it nicely: CEOs are thinking in terms of “return on employee”. When they invest in HR, they want to see real outcomes: not just happy staff, but performance, retention, and tangible business impact. The bottom line? If your organisation can find, keep and nurture top talent better than the competition, you’ll gain a real edge. Do it exceptionally well, and you could become a market leader.

5. AI might be all the rage… but work is still fundamentally human

The final area which Ben discussed was that of AI – an inescapable topic right now! But with good reason. From recruitment to operations, it’s reshaping how we work. But here’s the thing: even with AI and smart automation becoming commonplace, work is still fundamentally human. However, it’s also changing behaviour.

Ben highlighted a worrying stat that around 70% of job candidates are using tools like ChatGPT to “game” the application or interview process. That’s a big shift… and HR doesn’t have a clear playbook for handling it yet. But it’s something that must be addressed, and fast.

Also, generative AI can be a fantastic productivity booster – after all, it does the heavy lifting and can handle more and more complex tasks. But there’s a trade-off. When we over-rely on it, we risk becoming less creative and more passive. In one example Ben shared, people who used AI before taking a workshop ended up being less creative than those who didn’t. Why? Because they’d essentially outsourced their thinking.

And here’s where it gets even trickier: AI can actually amplify toxic learning environments. When everything’s done through an algorithm, we lose the unexpected, the relational, the human sparks that real learning and growth thrive on.

In closing his talk at the HR Technologies Show, Ben pointed out those issues are a key reason why HR’s role is more important than ever. The best HR leaders are the ones who see around corners, who prepare their people not just for the next big tech trend, but for a future where connection, trust, and growth still matter most. It’s time to break out of the “service mindset” and step into something bigger: shaping workplaces where technology supports humanity – not replaces it.