Over the past two years, the Covid-19 pandemic highlighted the importance of human resources.
Businesses heavily relied on their HR teams to navigate through the pandemic and implement new policies, while focusing on employee wellbeing and retention, during a particularly difficult time.
HR experts have had to quickly adapt to changing situations and learn new skills, resulting in not only growth in the sector, but the role of an HR professional. Many original, exciting roles have been created over the past year to reflect the changing face of the profession, such as the incorporation of more technology and data and the shift in needs from professionals, creating more benefit and D&I-centred positions.
To help you gain an insight into the future of the sector, here are five emerging human resources roles you should watch out for in 2022.
1. Diversity and inclusion officer
Diversity, inclusion and belonging professionals have become highly sought after as businesses become more aware that creating an inclusive environment is imperative in engaging and attracting the best talent.
D&I specialists are key influencers within organisations. They often work with senior management to deliver integrated initiatives that encourage employees to be themselves, feel valued, respected, and supported in their workplace, regardless of their characteristics, background, or beliefs.
2. E-learning specialist
The impact of Covid-19 demonstrated to businesses how useful and essential a virtual space can be for working professionals, particularly when it comes to learning. When in-person training became impossible due to the shift of remote working, HR learning and development teams moved to the digital world by utilising technology to create online learning materials, or incorporating off the shelf virtual learning products, to replace it altogether.
As businesses look to flesh out these programmes, e-learning specialists will become vital to implement both virtual and in-person teaching when it comes to training new employees, and also upskilling existing staff.
3. Talent acquisition manager
In this current candidate-driven recruitment market, talent acquisition has become a challenging area for the HR sector. Covid-19, coupled with numerous country-wide lockdowns, have meant that many employers laid off some of their workforce.
However, as the economy continues to recover, businesses are calling out for talent acquisition specialists to aid them in finding the most efficient solution to attract new talent, while supporting with embedding a good workplace culture and inclusion strategy.
4. HR data analyst
As the use of technology has accelerated in the HR sector over the past two years, professionals are finding themselves tasked with using workforce management systems as they become the new HR currency needed for additional efficiency.
HR data analysts have become sought after within HR teams. The professionals help add value to businesses through utilising the data from workforce management systems to inform critical decisions, such as optimising performance and transforming operations in the hopes of growing a business.
5. Compensation and benefits specialist
A requirement that has risen to the forefront of HR teams is the need for compensation and benefits specialists. The competitive candidate-led recruitment market, coupled with changing desires from professionals heavily influenced by the pandemic, has initiated employers to reassess their offerings.
We are seeing businesses seek compensation and benefits professionals to help tailor a strategy that now aligns with post-pandemic workers’ views and remuneration demands, while ensuring competitive benchmarking, to avoid missing out on the best talent.
To find out more about the salary and benefits for HR roles, download our free 2024 human resources salary guide now.
