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“Leaders create positive environments through consistent, everyday actions: genuinely listening to their people, connecting the work each individual does to a larger purpose, providing meaningful recognition, communicating clearly, and acting in ways that show they genuinely care about individuals as people and not just cogs in a machine,” Lewis-Kulin said.

Here’s why focusing on HR resilience helps strengthen the full workplace, according to Dufrane and Beebe: ;HR and TR are a cornerstone of the trust employees have in an organization, which is a pillar of resilience.; ;HR teams themselves are dealing with small teams, limited resources and unexpected change, requiring adaptability that can be modeled and emulated across the organization.; ;The environment an organization’s leaders create influences its resilience, allowing it to strengthen over time, keeping up with the pace of rapidly accelerating change.; ;Trickle-down resilience skills help workers adapt to changes without eroding engagement or momentum.; When employees are apprehensive of rapid change, it’s up to HR to shine a light on the career paths and opportunities available to them, Dufrane said.

When organizations support all four pillars, they can better engage employees, reduce burnout, and foster a stronger sense of connection and purpose.

They will know that it is necessary to act together with the company’s strategy, as a merely transactional, operational or tactical action will be done by machines.

Before effectively incorporating AI tools into HR processes, Davis said it’s important to understand the differences between terms, such as chatbots, machine-learning tools, large-language models, generative AI and AI agents — and then understand how those technologies interact with each other.

Workspan Daily article;Employee Health Tracking: The Pros and Cons of Wearables , Workspan Daily article; If their workplace step challenge hasn’t seen any newcomers in a few years and the healthy snack options in the office vending machine are going stale, employers may sour on offering well-being programs.

The core HR pillars haven’t changed much, but our approach has.

Pulls Further Ahead in Pay for AI and Digital Roles Pay for AI and digital talent continues to diverge sharply by country, with the U.S. extending its lead while Germany and the United Kingdom strengthen their positions in Europe, according to findings from WTW’s latest Artificial Intelligence and Digital Talent Salary Survey Reports , released Wednesday, May 6 Median pay for machine learning roles (mid-level, technical expert) is highest in the U.S. by a wide margin.

Christine Hendrickson, vice president of strategic initiatives at Syndio, said compliance balances on two pillars: 1) analyzing and ensuring workplace equity; and 2) communicating about it.

Stay the Course and Be Prepared With all the legal machinations occurring, employers still need to retain focus and, since one or more court decisions have yet to be rendered, they and their HR and total rewards teams should be prepared for the rule to go into effect.