Although there isn’t a template for the ideal HR professional, most established veterans of the HR industry do share some similar skills. These typically include hard skills, like experience with recruitment, retention, payroll, or workers’ comp, along with soft skills like problem-solving, time management, and team leadership.
But what skills does an HR professional need to have in 2025? Perhaps even more importantly, how can HR professionals keep their skill sets fresh and up-to-date over the weeks, months, and years?
Identifying the Top 5 Skills for HR Professionals
According to a report from Paycor, approximately 46% of HR professionals have held their current role for two years or less. While many are still settling into their new positions, almost all of them share a few fundamental skills – including people management, interpersonal communications, cultural awareness, and basic administrative knowledge, just to name a few.
Over the past few years, HR professionals are starting to develop their abilities in other areas, too. Whether they’re spurred on by the latest trends in people management, new breakthroughs in technology, or something else entirely, the following skills currently hold a lot of value in the field of HR.
HR Information Systems (HRIS)
Modern HR information systems (HRIS) are more powerful than ever before. There are plenty of different vendors and platforms to consider, from general, all-purpose software to niche solutions, and they all have their pros and cons. While some might find it difficult to settle on a single platform, most HRIS tools share some basic functionality. Common features include:
- Workflow automation
- Payroll
- Time tracking
- Onboarding
- Benefits administration
- Contract management
- Attendance management
There are also different types of HRIS to consider. Generally speaking, there are five primary types of HRIS:
- Operational: Focuses on essential HR functionality like payroll, employee recordkeeping, and benefits administration.
- Strategic: Helps with overall business development. Best for organizations that plan to expand into new markets or increase the size of their workforce.
- Tactical: Focuses on talent recruitment, onboarding, and management. Great for companies that want to play an active role in employee training, learning, and development.
- Comprehensive: Offers an operational, strategic, and tactical HRIS in one convenient package. Best for organizations that want a centralized, all-in-one HR solution.
- Limited-Function: Meant for companies who want a streamlined, lightweight platform, these solutions are best used to cover one specific function – such as recruitment, payroll, or benefits administration.
Professionals working in the field of HR should have, at the very least, working knowledge of the various HRIS platforms and their common applications.
Artificial Intelligence (AI)
Whether you love it or hate it, artificial intelligence (AI) is here to stay. Instead of trying to ignore it, HR professionals are better off embracing AI and everything it offers. There are numerous applications for AI within the HR industry, including filtering job applicants, streamlining employee onboarding, automating redundant tasks, performing data analytics, and more.
Change can be scary, especially when it comes in the form of a highly advanced technology that can react and make decisions like a human. As always, HR professionals need to adapt and change with the times.
“Stop saying: ‘well, back in my day, we did things this way.’ That’s cool, but things have continued to change, right? And we’ve got to adapt if we want to stay relevant. I hope to always remain curious and sort of have that beginner’s mindset, that learner’s mindset.” – Andy Storch, Talent Development Expert, Speaker, and Author of Own Your Career Own Your Life
Learning & Development
Experienced HR professionals need to become more familiar with learning and development in 2025.
According to the 2024 Linked Workplace Learning Report, Gen Z employees are more likely to find value in opportunities of learning and development than those from other generations. While previous generations might have shied away from these programs, most younger HR professionals are eager to make the most out of any opportunities that come their way.
By creating awareness and providing easy access to learning and development opportunities, HR professionals can assume more active roles in the career advancement of their staff. Some useful HR certifications in 2025 include:
- Global Professional in Human Resources (GPHR)
- SHRM Senior Certified Professional (SHRM-CP)
- Senior Professional in Human Resources (SPHR)
- Associate Professional in Human Resources (APHR)
- Associate Professional in Talent Development (APTD)
- Certified Human Resources Professional (CHRP)
There are countless HR certifications that are worth pursuing – too many to list here. For best results, find ones that best align with your company’s current needs, goals, and objectives.
Regulatory Compliance
The various regulations and standards that pertain to HR will continue to evolve in 2025, too, as will those pertaining to data privacy and security. As an HR professional, a large part of your job revolves around learning, understanding, and meeting these regulations, including:
- Fair Labor Standards Act (FLSA)
- Family and Medical Leave Act (FMLA)
- Occupational Safety and Health Act (OSHA)
- Health Insurance Portability and Accountability Act (HIPAA)
- Americans with Disabilities Act (ADA)
- Equal Pay Act (EPA)
- Immigration and Nationality Act (INA)
Remember, this isn’t an exhaustive list of regulations. Today’s HR professionals are subject to a myriad of different federal, state, and even industry-specific regulations.
Fractional HR Recruitment & Management
Don’t be afraid to utilize fractional HR talent as needed. You might not be able to meet all of your staffing requirements immediately, but you might be able to take on some specific HR professionals on an as-needed basis. As fractional HR is becoming more common in 2025, understanding how to manage fractional talent will be an invaluable skill in the years to come.
Unlike outsourcing, fractional HR provides more of a partnership between the company and the external talent. Instead of hiring a replacement for existing staff, fractional HR professionals are generally recruited to complement the current roster. This is usually achieved through short-term leadership of HR functionality, but some are hired in consultancy roles, too.
Keeping Up With the Latest Trends
From innovative HRIS platforms to fractional recruitment and even AI implementation, there are a lot of trends to watch in the HR industry. While modern HR professionals don’t necessarily need to master these concepts overnight, learning about these advancements sooner rather than later will help you excel throughout 2025 and beyond.
