Reflecting on HR in 2024 and Looking Ahead to 2025
2024 was a year filled with challenges, opportunities, and important lessons for HR leaders. From the growing need for upskilling to the focus on improving employee well-being and the increasing role of AI in the workplace, leaders had to learn to adapt, quickly. As we look back on the year, these trends offer valuable insights into what worked well, where we faced difficulties, and, most importantly, how we can use these experiences to move forward in 2025.
In this article, we’re not just reflecting on the major themes that shaped HR in 2024 - we’re sharing practical strategies to help you keep addressing these challenges and make the most of the opportunities ahead.
1. Upskilling and Career Development
Upskilling is now a top priority in workforce development. In fact, a recent survey revealed that 60% of Canadians view it as essential for career advancement. This highlights how employees are eager for opportunities to learn, grow, and remain competitive in today’s workplace.
For leaders, this creates a twofold opportunity: addressing employee expectations while preparing their organizations for the future. When employees see their skills being valued and continuously developed, they are more engaged, loyal, and ready to handle new challenges.
To create an effective upskilling strategy, start by aligning it with both the goals of the organization and the needs of employees. Identify the skills your organization requires to succeed, whether it’s keeping up with new technologies, managing hybrid work models, or improving leadership. Then, provide accessible learning tools, mentorship programs, and on-the-job training to help build those skills.
Just as important is clearly communicating the value of career development to employees. Frame it as a collaborative effort - an investment in their growth and development that helps prepare them for the future.
2. Prioritizing Employee Well-Being
Investing in employee well-being pays off. Recent findings show that 71% percent of Canadian executives believe investing in employee health delivers measurable returns. For leaders, this is a clear signal that prioritizing well-being isn’t just the right thing to do - it’s also a smart strategy that drives organizational success.
When employee well-being is a priority, people feel supported, valued, and prepared to perform at their best. Building an effective well-being strategy begins with understanding employees’ needs. Whether it involves mental health resources, flexible work options, or initiatives to combat burnout, leaders must create programs that resonate with their teams. Transparency and open communication are critical - what works for one team or individual may not suit another.
Embedding well-being into the organization’s culture is equally important. Leaders at all levels should actively support health initiatives by modelling behaviours like taking breaks, asking for help when needed, and openly promoting work-life balance. Offering mental health awareness training and creating safe spaces for honest conversations can also make a meaningful difference.
3. AI and Automation in HR
In 2024, AI took on a much larger role in HR. It helped speed up resume reviews, gave managers real-time performance insights, and offered improved onboarding experiences.
But all this tech isn’t without its challenges. Many employees were worried about how AI might affect their privacy or if it would replace human roles. Furthermore, a recent study showed a surprising disconnect: two-thirds of employees thought AI could actually lead to more stress and burnout, while only 37% of managers recognized this as a real issue.
John Stroud, founder of AI Guides, shared some great advice to address this issue during one of our Mindful Monday sessions focused on AI. Instead of introducing AI as a top-down solution, he suggested starting with employees:
““Ask [your employees] what is the hard part about your job? Are there tasks that you are not getting to? Are there things that are chewing up your day that you wish weren’t doing, especially manual, repetitive tasks that you don’t like? If you show up with an AI solution that says, well, what if we can automate some of those tasks for you, I think you get a much different response from the employee. It’s not a threat, it’s a solution to a problem that the employees themselves have identified.””
When employees feel included in the conversation, AI shifts from something to fear, to something that can genuinely help. The key takeaway is that while AI is here to assist, how it’s introduced is just as important as the technology itself.
4. Building Trust
When employees trust HR, they feel valued, supported, and confident in raising concerns. However, a recent survey revealed a significant trust gap: only 41% of non-HR respondents reported high trust in their HR department. For leaders, this is both a wake-up call and an opportunity to strengthen workplace relationships. Download the full report from McLean & Company for more insights.
Building and maintaining trust starts with leaders focusing on transparency, fairness, and consistency. This begins with clear communication - explaining policies, decisions, and the reasons behind them. Employees need to view HR as their advocate, not just as a representative of the organization.
Following through on commitments is just as important. When employees share feedback or voice concerns, HR should respond promptly and visibly. Inaction can harm trust faster than any single mistake, reinforcing negative impressions.
Investing in trust also means adopting tools and practices that improve the employee experience, such as anonymous feedback channels, inclusive policies, and proactive wellness programs. Showing genuine care and delivering meaningful results shifts HR’s role from being seen as a compliance function to a trusted workplace partner.
Final Thoughts
Looking back at 2024, it’s clear that HR has played a pivotal role in navigating significant changes - helping employees develop new skills, building healthier workplaces, and integrating emerging technologies. This year also showed how trust and connection are critical for building strong, successful teams.
As we look forward to 2025, the lessons from this past year provide a strong foundation for progress. Whether it’s expanding career development initiatives, keeping employee well-being a priority, or introducing AI in ways that genuinely benefit teams, there are countless opportunities to make a meaningful difference. Leaders have the opportunity to build on the successes of 2024 and address areas for improvement. By focusing on key priorities, 2025 can be a year of continued progress—strengthening workplace connections, tackling challenges effectively, and preparing for the future
Ready to empower your team? We offer a variety of solutions to strengthen your succession plans and invest in your emerging leaders. Contact us today to learn how we can help your organization thrive!
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