Welcome, friends. Technology has been transforming how we work for years, and the world of human resources is no exception. In Canada, the rise of automation, artificial intelligence, and data analytics has created new opportunities for HR professionals to add value to their organizations in exciting new ways.
Today, I want to discuss five emerging HR roles created due to these technological advancements. These roles represent the future of HR jobs in Canada and are essential for organizations looking to stay competitive in the digital age. So, let’s dive in and explore the impact of technology on the HR sector in Canada.
Several emerging HR roles have been created as a result of technological advancements. Here are five of the most notable roles:
HR Data Analyst: With the rise of big data and analytics, HR departments in Canada increasingly rely on HR data analysts to help them make better-informed decisions. These professionals use data visualization tools and statistical techniques to analyze HR data, such as employee turnover rates, recruitment metrics, and performance reviews. They then use their findings to identify trends, opportunities for improvement, and potential risks.
HR Technology Specialist: As technology advances, HR departments are looking for professionals who can help them leverage the latest tools and software to streamline their operations. HR technology specialists are responsible for implementing and maintaining HR management systems, such as applicant tracking systems, performance management software, and employee engagement platforms. They also provide training and support to other HR professionals on how to use these systems effectively.
HR Automation Expert: With the advent of robotic process automation (RPA), many routine HR tasks can now be automated, freeing up HR professionals to focus on more strategic work. HR automation experts are responsible for identifying opportunities for automation in the HR department, selecting the right tools and software to automate these tasks, and ensuring that these tools are integrated with other HR systems.
HR Business Partner: As HR departments become more strategic and focused on driving business results, the role of the HR business partner has become more important. HR business partners work closely with business leaders to understand their needs and develop HR strategies that support the organization’s goals. They provide advice and guidance on talent management, succession planning, employee engagement, and organizational design.
HR Experience Designer: With the rise of the employee experience movement, HR departments are increasingly focusing on creating positive employee experiences throughout the lifecycle. HR experience designers are responsible for designing and implementing programs and initiatives that enhance employee experiences, such as onboarding, wellness, and recognition and rewards programs. They work closely with other HR professionals and cross-functional teams to ensure these initiatives align with the organization’s values and goals.
See also: 7 Most In-Demand Jobs in Canada in 2023
The emergence of these new HR roles is having a significant impact on traditional HR jobs in Canada. While many standard HR functions, such as recruitment and benefits administration, will continue to be necessary, they will increasingly be augmented by technology and the specialized skills of these emerging HR roles. Here are a few ways in which these new roles are impacting traditional HR jobs in Canada:
Redefining job responsibilities: As new HR roles are introduced, traditional HR jobs are evolving to incorporate new responsibilities. For example, HR generalists may need to understand data analytics better, while recruiters may need to work more closely with HR technology specialists to optimize recruitment processes. It requires HR professionals to be adaptable and continuously learns to stay relevant.
Increasing efficiency: Using automation and HR management systems enables HR professionals to work more efficiently and effectively. Tasks that were once time-consuming and labor-intensive, such as data entry and benefits administration, can now be completed with greater speed and accuracy, freeing HR professionals to focus on more strategic work.
Enhancing decision-making: HR data analysts provide valuable insights into HR metrics and trends, enabling HR professionals to make data-driven decisions. For example, HR data analytics can help identify the key factors contributing to employee turnover and suggest strategies for reducing it.
Fostering collaboration: The emergence of HR business partners and HR experience designers facilitates greater collaboration between HR professionals and other business functions.
HR business partners work closely with business leaders to understand their needs and develop HR strategies that support the organization’s goals. In contrast, HR experience designers work across functions to design programs and initiatives that enhance the employee experience.
The skills and qualifications required for these new HR roles vary depending on the specific role and the organization. However, some common skills and qualifications are typically required across these roles. Here are some examples:
HR Data Analyst: HR data analysts typically require a strong understanding of data analytics and statistical techniques and experience with data visualization tools such as Tableau, Power BI, or Qlik.
They may also have a degree in a related field, such as Statistics, Mathematics, or Data Science. Additionally, HR data analysts require strong communication and presentation skills to convey insights effectively to other HR professionals and business leaders.
HR Technology Specialist: HR technology specialists require a deep understanding of HR management systems and the ability to implement and maintain these systems. They may have a degree in Information Technology, Human Resources, or a related field and experience with HR software such as applicant tracking systems, performance management software, and employee engagement platforms. They also require strong problem-solving and troubleshooting skills and the ability to train others to use these systems effectively.
HR Automation Expert: HR automation experts require a deep understanding of robotic process automation (RPA) and other tools and software. They may have a degree in Information Technology, Computer Science, or related fields. Additionally, they require strong analytical and problem-solving skills to identify opportunities for automation and work collaboratively with other HR professionals to implement and integrate these tools into HR processes.
HR Business Partner: HR business partners require a strong understanding of business strategy and the ability to develop and implement HR strategies that support organizational goals. They may have a degree in Business Administration, Human Resources, or related fields and experience working in a business or HR leadership role.
Additionally, they require strong communication, interpersonal, and influencing skills and the ability to build strong relationships with business leaders and other stakeholders.
HR Experience Designer: HR experience designers require a deep understanding of employee experience design principles and the ability to develop and implement programs and initiatives that enhance the employee experience.
They may have a degree in Human Resources, Psychology, or Design. Additionally, they require strong creative and analytical skills and the ability to work collaboratively with other HR professionals, cross-functional teams, and external vendors to design and implement effective employee experience programs.
The emergence of new HR roles has several benefits for organizations. Here are some examples:
Increased Efficiency: The use of automation, HR management systems, and data analytics enables HR professionals to work more efficiently and effectively. It means they can complete tasks with incredible speed and accuracy, reducing the administrative burden on HR and freeing up time to focus on more strategic work.
Better Decision-Making: The data and insights provided by HR data analysts enable HR professionals and business leaders to make data-driven decisions. They can identify trends, forecast future needs, and develop effective strategies supporting the organization’s goals.
Improved Employee Experience: The emergence of HR experience designers is facilitating the development of programs and initiatives that enhance the employee experience. Employees feel more engaged and satisfied with their work, leading to increased productivity and retention.
Greater Collaboration: The emergence of HR business partners is facilitating greater collaboration between HR professionals and other business functions. It means that HR strategies are aligned with organizational goals and that HR is better positioned to support business objectives.
More Strategic Focus: The emergence of these new HR roles enables HR professionals to take a more strategic approach to their work. It means they can focus on developing and implementing HR strategies that support the organization’s goals rather than being bogged down in administrative tasks.
While the introduction of new HR roles can bring many benefits to an organization, there are also potential challenges that organizations may face. Here are some examples:
Resistance to Change: Introducing new HR roles may require changes to existing processes and working methods. It can be challenging for some employees who resist change or need additional training to adapt to new systems and processes.
Talent Acquisition and Retention: As these new HR roles require specialized skills and knowledge, organizations may face challenges in recruiting and retaining qualified talent. It can lead to increased competition for candidates and may require organizations to offer competitive compensation packages to attract top talent.
Integration with Existing HR Processes: Integrating these new HR roles with existing HR processes can be challenging, primarily if organizations have already invested in HR management systems and processes that are not easily integrated with new technologies and roles.
Data Privacy and Security: HR management systems and data analytics require collecting, storing, and processing employee data. It can raise privacy and security concerns and requires organizations to ensure that data is handled in compliance with applicable laws and regulations.
Balancing Automation with Human Touch: While automation and technology can enhance efficiency and accuracy, organizations must also maintain a human touch in their HR processes. It includes balancing automation with personalized communication and employee engagement initiatives to support a positive employee experience.
The demand for emerging HR roles in Canada is growing as organizations seek to leverage technology to optimize their HR processes and achieve their business objectives. Here are some examples of the current demand for these roles:
HR Data Analysts: The demand for HR data analysts is increasing as organizations seek to leverage data analytics to make data-driven decisions about their workforce. According to a report by Randstad Canada, HR grew by 17% between 2020 and 2021, and the demand for HR data analysts is expected to grow.
HR Experience Designers: The demand for HR experience designers is also growing as organizations recognize the importance of creating a positive employee experience. According to a report by Deloitte from a survey conducted in 2015, 35% were already using data analysis functionalities in their HR.
But none of them have a team in place yet. This can only mean the rising demand for HR experience designers is just beginning.
HR Business Partners: The demand for HR business partners is also increasing as organizations seek to align their HR strategies with their business objectives.
HR Technology Specialists: The demand for HR technology specialists is also increasing as organizations seek to implement and integrate HR management systems, automation, and other technologies into their HR processes.
HR Compliance Specialists: The demand for HR compliance specialists is also growing with changing employment laws and regulations.
To prepare themselves for emerging HR roles and stay up-to-date with technological advancements, HR professionals in Canada can take the following steps:
Stay Informed: HR professionals can stay up-to-date with emerging HR roles and technological advancements by reading industry publications, attending conferences, and participating in professional associations and online communities. They can also follow thought leaders and influencers on social media to stay informed of new trends and developments.
Invest in Professional Development: HR professionals can invest in professional development programs and courses to build the skills and knowledge required for emerging HR roles. It may include courses in data analytics, project management, design thinking, and other specialized areas.
Collaborate with IT and Business Teams: HR professionals can collaborate with IT and business teams to understand the technology landscape and identify opportunities for optimization and automation. By working closely with other departments, HR professionals can ensure that their strategies align with overall business objectives.
Develop Soft Skills: Besides technical skills, HR professionals can develop soft skills such as communication, collaboration, and leadership to effectively lead and manage cross-functional teams and communicate with stakeholders across the organization.
Embrace Lifelong Learning: HR professionals can embrace lifelong learning by continuously seeking new challenges and opportunities to develop their skills and knowledge. It may include pursuing advanced degrees, certifications, or other professional development opportunities.
To attract and retain professionals for emerging HR roles in Canada, organizations can take the following steps:
Offer Competitive Compensation: Organizations can offer competitive compensation packages to attract top talent for emerging HR roles. It may include base salaries, bonuses, and other incentives such as stock options or flexible work arrangements.
Provide Opportunities for Growth and Development: Organizations can provide opportunities for growth and development to help employees build the skills and knowledge required for emerging HR roles. It may include mentorship programs, training and development programs, and career advancement opportunities.
Emphasize Purpose and Impact: Organizations can emphasize the purpose and impact of emerging HR roles to attract passionate candidates about using technology to optimize HR processes and achieve business objectives. By emphasizing the importance of the role and its impact on the organization, organizations can attract candidates aligned with their mission and values.
Offer a Positive Employee Experience: Organizations can offer a positive employee experience to attract and retain top talent. This may include a supportive work environment, recognition and rewards programs, and opportunities for work-life balance.
Leverage Technology: Organizations can leverage technology to optimize HR processes and create a seamless candidate and employee experience. By investing in HR management systems, automation, and other technologies, organizations can attract tech-savvy candidates who value efficiency and effectiveness.
Foster a Diverse and Inclusive Culture: Organizations can foster a diverse and inclusive culture to attract and retain employees from various backgrounds and experiences. By creating a welcoming and inclusive workplace, organizations can attract candidates committed to diversity and who value inclusivity and belonging.
The future of HR jobs in Canada looks increasingly digital and technology-driven as organizations continue integrating technology to optimize HR processes and achieve business objectives. The continued integration of technology is expected to create new opportunities for HR professionals and drive the creation of new HR roles while transforming traditional HR functions and requiring HR professionals to adapt to new ways of working.
Some of the trends that are expected to shape the future of HR jobs in Canada include:
Increased Focus on Data and Analytics: As organizations increasingly use data and analytics to drive decision-making, HR professionals must analyze and interpret data to identify trends and insights that can inform HR strategies and drive business outcomes.
Automation of HR Processes: The automation of HR processes, such as recruitment, onboarding, and performance management, is expected to continue, allowing HR professionals to focus on higher-level tasks such as strategic planning, employee development, and culture building.
Increased Emphasis on Employee Experience: The emphasis on creating a positive employee experience is expected to continue, with HR professionals playing a critical role in designing and implementing initiatives to foster engagement, well-being, and satisfaction.
Continued Integration of Technology: Technology integration is expected to continue, with HR professionals using tools such as artificial intelligence, machine learning, and chatbots to streamline HR processes, improve decision-making, and enhance the employee experience.
The emergence of New HR Roles: The integration of technology is expected to drive the creation of new HR roles, such as HR data analyst, HR technology specialist, and HR automation specialist, as well as new cross-functional roles that require a combination of HR and technology skills.