HR leaders share their predictions for 2026

It’s the most wonderful time of the year…for sharing 2026 predictions!

We asked HR leaders to share what they expect to see next year. From how the CHRO role and performance management will evolve, to how labor market shifts will impact employers, read on to see what they had to say, and how their predictions compare with those on your 2026 HR bingo card.

“In 2026, we’ll see more people leaders take on blended roles, reflecting how deeply talent, technology, and AI transformation are intertwined. HR teams will also evolve as organizations eliminate traditional centers of excellence and build small, diverse, cross-functional groups to solve specific challenges. My own title shift to chief people and AI enablement officer reflects that reality. The focus on people and AI, which my new role represents, is part of what will make a CEO’s AI strategy successful.”—Jacqui Canney, chief people and AI enablement officer, ServiceNow

“In my opinion, hiring will look more like marketing than ever. Companies are going to need to tailor their job ad to be a magnet for candidates, then actively nurture them through the hiring process so they don’t drop out of the funnel, especially if they are a good fit. The most successful teams will focus on candidate experience and also build pipelines through communities, engagement and not just job boards.” —Heidi Barnett, president of TA, isolved

“Many of today’s workers are disengaging—going through the motions at work while silently quitting on the inside. Nearly half of Gen Z employees say they’re ‘coasting,’ and overall US employee engagement sits at a decade low. Disengagement creep has significant repercussions, too…As we look ahead, strategic listening programs will be increasingly vital to combat disengagement, boost productivity, and shape a healthier workplace. And AI will also play a critical role by analyzing open-ended feedback for burnout cues, detecting disengagement patterns early, and surfacing gaps in the employee journey that might otherwise go unnoticed.”—Becky Cantieri, CPO, SurveyMonkey

“In 2026, human connection becomes the real performance driver. Teams want to feel seen and supported, and companies that invest in genuine relationships will unlock resilience and loyalty no technology can match.”—Jess Elmquist, CPO, Dutch Bros

“In 2026, as organizations try to navigate the increasingly unsteady economy, the best hiring strategy will be focused on keeping and cultivating the talent you already have. AI can help with this, as it can be used to help HR teams identify skill gaps early and connect employees to new roles and learning paths before they disengage. When growth becomes part of the everyday employee experience, retention takes care of itself.”—Carina Cortez, CPO, Cornerstone

“In 2026, we’ll see a boom in experiential learning, where AI tools transform previously passive interactions into real-time learning, making skill development an integrated part of daily work. For example, an AI financial tool won’t just generate a report; it will simultaneously teach the underlying financial principles and proactively recommend the next skill to acquire. For L&D professionals, the essential question will no longer become how to prepare people for the future of work, but how to make work the catalyst for dynamic learning and innovation.”—Chris Ernst, chief learning officer, Workday

“We could see an evolution of ‘job hugging’ to ‘job chaining’ as many employees remove themselves from the job market due to instability and uncertainty. While this may help retention, it could also be short-term. If the job market changes positively, employee confidence could prompt them to reenter the market to seek better opportunities. [On the other hand,] employees who are ‘job chaining’ may be less likely to acquire new skillsets, causing potential stagnation in the workforce. The need for balance, a focus on reskilling and continued organizational workforce planning will continue to intensify in 2026.”—Trent Cotton, head of TA insights, iCIMS

“In 2026, the new currency will be energy and linking performance to business outcomes. Not engagement scores or survey data; real, day-to-day energy and business impact. It’s the micro-moments that matter: a manager helping someone clarify a win, a quick recognition ping, or even the relief of dropping a project that’s draining the team. HR leaders have an opportunity to redesign work so it feels doable again and to bake in these small, steady moments of alignment and clarity.”—Jamie Aitken, VP of HR transformation, Betterworks