I recently met a client for a coffee, and we ended up having one of those honest, open HR conversations that stick with you.
We were talking about how much the HR landscape has shifted over the past year, not just in policies or tech, but in the complexity of people. They have described a unique situation that I hadn't come across before...
They were dealing with an employee who had regular absences and unauthorised leave whilst struggling with mental health issues, a performance issue on paper.
But at the same time, the employee was transitioning genders and wanted to be recognised by a new name and gender pronouns. At the start of the process, they were female, and by the end of the performance review, they had identified as male.
It was a delicate situation: balancing fairness and accountability, legal obligations, and respect for the employee’s identity.
It required real judgement, listening without judgement, keeping communication clear, and managing a process that protected both the individual and the business.
It’s moments like these that show HR isn’t just about policies or checklists, it’s about navigating human complexity with empathy, courage, and common sense. I mention this because it's evident the skills needed in HR have evolved over the years and it made me think....so, what skills will HR really need to thrive by 2026?
Here’s what I’m seeing across the market:
Balanced Empathy: The best HR leaders can be both human and fair. They listen, support, and still keep the organisation’s needs in view, especially when situations are sensitive or complex.
Commercial Thinking: “People-first” doesn’t need to mean “profit-last.” HR earns its influence when it connects culture, behaviour, and performance to tangible business outcomes.
Insight - Deloitte reports 81% of high-performing companies see HR shaping strategy, not just executing it.
Courageous Conversations: HR isn’t about avoiding conflict, it’s about managing it well and having the necessary conversations. Those who can hold calm, confident, and fair conversations build trust, even in difficult situations like the one above.
Adapting & Leading Through Uncertainty: Hybrid work, shifting expectations, new legislation, the pace isn’t slowing. HR’s value lies in how quickly it can adapt, and help leaders and teams do the same.mLinkedIn’s 2025 Workplace Learning Report highlights adaptability as the #1 skill companies are prioritising for HR teams.
Tech & Data Confidence: AI and analytics aren’t replacing HR, they enhance it. The best HR pros use insight to spot patterns early, make decisions faster, and improve processes, all without losing the human touch.
Inclusive Awareness: Workplaces are more diverse, and more personal than ever. Understanding identity, language, and lived experience isn’t optional. It’s what makes workplaces fair, safe, and productive. In situations like my client’s story, this skill isn’t theoretical - it’s applied every day, in the choices HR makes.
Resilience & Self-Awareness: HR is emotional work. You’re often the calm in the storm, and complex situations like managing performance with sensitivity take energy, reflection, and perspective.
Conclusion: HR in 2026 won’t just be about compliance, policy, or systems... it’ll be about judgement.
- Knowing when to lead with empathy.
- When to push for accountability.
- How to balance fairness, performance, and humanity in real time, real situations.
This is what HR looks like today! HR’s impact comes from balancing people and performance, and that human element has never mattered more.
Which of these skills do you see becoming most critical for HR over the next year? Get in touch with GKR if you are curious to learn more.
