The Human Resources (HR) functions play a crucial role in supporting businesses to improve outcomes. This includes managing the workforce and ensuring that companies can attract, develop, and retain the right talent. It encompasses various functions, including recruitment, talent management, compensation and benefits, employee relations, and learning and development.

Technological development, however, is transforming the HR sector in significant ways. HR professionals are leveraging technology to increase efficiency, improve accuracy, enhance the employee experience, and access a wider pool of talent. This digital transformation is enabling HR professionals to automate routine tasks, make data-driven decisions, and focus on strategic activities that add value to the business.

From recruitment and performance management to employee engagement and talent development, technology is reshaping how HR professionals operate. As such, new job roles, like HR Technology Specialist and HR Data Analyst, are emerging in the field to help enterprises leverage technology and data to improve HR operations and drive business success. Adopting new skills, such as omnichannel communication and people analytics, allow HR professionals to thrive in this new landscape.

Whether you are a HR practitioner advancing your career, building your HR team or developing training programmes, the HR Jobs Transformation Map (JTM) is your guide to navigating this rapidly evolving landscape. This free, research-backed resource features Job Cards for every HR role, showing you how jobs will evolve and what skills will be required, empowering you to make strategic, informed decisions for a future in HR.

Watch the videos to learn how to use the HR JTM.

The increasing use of technology and automation in HR processes is transforming HR functions. This includes the use of robotic process automation (RPA) and artificial intelligence (AI) to automate routine tasks such as data entry, scheduling interviews, and payroll processing. Intelligent automation is improving efficiency, reducing costs, and increasing accuracy in HR processes. It also frees up HR professionals to focus on more strategic tasks.

Additionally, employees are increasingly expecting consumer-grade applications in the workplace due to their exposure to tech in their everyday lives. The HR department must create and implement an ecosystem that promotes employee experience through various services, software and tools. For example, with the integration of self-service portals and mobile apps, employees can access HR-related information and communicate with HR on the go – increasing employee engagement. Companies that fail to meet these expectations risk losing their best talent.

Data analytics is also becoming increasingly important in HR. Organisations are now able to access vast amounts of real-time data and advanced analytical capabilities. This gives way to sophisticated predictive analytics and modelling and tools that can help identify the right candidates for job openings, predict employee turnover, and determine the best training programmes for employees. This shift to data-driven decision-making is improving HR outcomes and driving better business results.

High Impact on HR Jobs

Eight HR roles at Associate and Executive levels are significantly impacted by technology. They mainly handle repetitive, process-driven tasks that are suitable for automation through RPA and intelligent coding. Roles like first-line support and basic query handling could be replaced by chatbots. These jobs will shift to focus on higher value tasks that require an advanced understanding of technology. Tasks will involve complex service support, data insight analysis, and service delivery technology research, highlighting the need for upskilling.

High-impact HR job roles requiring upskilling

• Employee Experience and Relations Associate

• Employee Experience and Relations Executive

• Learning and Organisation Development Associate

• Operations and Technology Executive/Associate

• Performance and Rewards Associate

• Performance and Rewards Executive

• Talent Attraction Associate

• Talent Management Associate

Medium Impact on HR Jobs

16 of the 27 HR jobs, primarily at the Manager and Head levels, will experience a medium level of impact due to technology. Technology will augment these roles, increasing their capacity to take on more strategic tasks. An essential part of their evolving role will be influencing business leaders to drive data-based decision-making and enhance service delivery to employees.

Medium-impact HR job roles requiring augmentation

As the HR sector evolves, new job roles are created. Here are some up-and-coming job opportunities in the HR sector:

• HR Data Analyst: These professionals are responsible for collecting, analysing, and interpreting data related to employees. They use data to inform HR strategy and decision-making.

• Learning Designer: Learning designers are responsible for designing and developing training programmes for employees and need to understand adult learning theory and have experience in creating e-learning content.

• Employee Onboarding Specialist: These individuals will be responsible for designing learning journeys and enhancing the overall employee experience, creating personalised employee experiences and promoting continuous upskilling.

• People Strategist: As cross-functional roles emerge within the HR function to enhance employee experience and deliver integrated and holistic solutions, the People Strategist becomes crucial. They will partner with people managers to ensure that all processes across the talent lifecycle are in alignment with the organisation culture. Furthermore, by leveraging talent metrics, the People Strategist will address and solve talent issues, thereby driving effective business outcomes.

To thrive in the future, HR professionals will need to develop a range of essential skills. These skills include the ability to analyse and interpret data, use people analytics (e.g. predictive modelling) and apply data-driven storytelling to derive key insights.

Additionally, to drive organisational change, it’s important that they possess skills in organisation behaviour, change management and relationships and communication. Business and financial acumen, as well as progressive and inclusive workforce policy implementation, are also crucial for developing industry-specific talent strategies.

HR professionals will also need to be adaptable and agile to respond to changing business needs and workforce demographics. By developing these essential skills, HR professionals can position themselves for success in a rapidly evolving and dynamic HR sector.

The Skills Framework

The Skills Framework (SFw) is a SkillsFuture initiative, designed to promote skills mastery and lifelong learning for the Singapore workforce.

For more information on each job role (complete list of skills, critical work functions and key tasks), please refer to Skills Framework for Human Resource.