The HRCI Research Hub brings together original studies, workforce polling, reports, and expert analysis, so you can act on what's happening now and prepare for what's next.
The State of HR Featured ReportsRecovery as a Workforce Strategy
Drawing on HRCI research, workforce data, and expert insight, this report examines the workplace impact of substance use disorder and the practical steps HR can take to strengthen culture, manager readiness, benefits, policies, and recovery support.
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Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.
From return-to-office decisions and hybrid work to contractors and other non-traditional workers, this HRCI report explores the latest research and how HR can use data to make more informed, evidence-based workplace decisions.
From career paths to culture, this research identifies what actually separates HR professionals who are just getting by from those who are truly fulfilled—and what leaders can do to close that gap and build a more committed team.
This research uncovers where professional development is falling short, from misaligned training priorities to gaps in AI readiness, and what it takes to build a workforce equipped for what's next.
From bullying, political tension to substance use and violence prevention, this research covers workplace safety—what the data reveals, what's at stake, and what you can do to reduce risk and build a more resilient organization.
The State of HR
Based on HRCI’s survey of thousands of HR professionals, the State of HR report examines the issues defining the profession today. From AI and workplace culture to talent, leadership, and career growth, the report reveals how HR teams are adapting to change and preparing for the future. Explore the data, trends, and insights shaping the world of work below.
Download the Full ReportState of HR Spotlight Reports
Half of HR professionals work in environments marked by polarized viewpoints, and 4 in 10 describe their stress as extreme or high. Find out what the data reveals about conflict, mental health, and what it means for your organization.
HR professionals are broadly optimistic about their field — but over 4 in 10 are considering careers outside of it. Explore what's driving both the enthusiasm and the tension, and what it takes to build a team of true HR believers.
71% of HR professionals use AI regularly, yet more than half say implementing new technology is the area they feel least prepared to handle. See where the preparation gap is widest and what needs to change now.
83% of HR professionals believe remote work benefits organizations—but the debate is far from settled. Get the data on where HR stands on flexibility, productivity, and the return-to-office conversation.
More Insights for HR Professionals
Explore the issues shaping HR today and get the data you need to lead with confidence, make informed decisions, and move the profession forward.
Recovery friendly workplaces reduce absenteeism, improve retention, and strengthen workplace culture—yet most organizations haven't made meaningful progress. This HRCI and Fors Marsh research reveals why: stigma, undertrained HR teams, and weak leadership buy-in top the list. Understand where the gaps are and what organizations that get it right do differently.
Earning an HRCI certification builds earning power. Within four years, the median HRCI certificant earns 33% more than they did before getting certified. That's double the salary growth of comparable HR professionals over the same period. See what the data shows about the career and financial impact of HRCI certification.
HR is ready to lead, but is the organization ready to let it? This 2024 HRCI and MindEdge research report surfaces a striking disconnect: while 88% of HR professionals believe HR should drive business strategy, only half say leadership agrees. Add in underfunding, understaffing, and persistent burnout, and the case for rethinking HR's role has never been stronger.
AI is reshaping the workplace, and HR professionals are watching closely. This HRCI and MindEdge survey of HR practitioners reveals how the profession is navigating AI adoption, persistent burnout, rising turnover, and the evolving push and pull of remote work. Find out where your peers stand, and what the data means for the work you do every day.
Browse our complete library of research reports, guides, and frameworks. Whether you're building a business case, navigating a workforce challenge, or staying ahead of what's next, the intelligence you need is here.
From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.
Over three-quarters of HR professionals use AI weekly, but most have had little to no training. Learn how to build real confidence and capability starting today.
Explore how HR can turn AI adoption into a strategic advantage—balancing innovation with ethical responsibility.
This research-backed guide gives HR professionals the data and practical steps to build a recovery-friendly culture that reduces risk and supports your people.
The report explores the realities of managing DEI programs in today’s climate—where values alignment, stakeholder trust, and business performance are all on the line.
This report provides critical insights and actionable strategies for HR leaders to foster a more harmonious and productive work environment.
HRCI webinars go beyond the basics. Each session unpacks the trends, data, and real-world strategies HR professionals need to lead with confidence today and adapt to what's coming next.
News and perspectives on the issues driving the HR profession forward.
From real estate development to backpacking around the world, Golbie Kamarei took an unconventional path to HR. In her current role as chief people officer at Culture Amp, Kamarei brings her unique experiences to play in her work with people.
I was lucky enough to catch her at Culture First recently to get her thoughts on her past, her future and what the business of people means to her.
I’ve always felt that my purpose aligns with the goals of HR, so it wasn’t actually a huge leap of faith. I actually think HR has the potential to be the most impactful and strategic function of a business. It entails understanding how people think, behave and perform, and creating the conditions that allow people to thrive. If businesses continue to employ human beings, understanding how they tick is a competitive advantage. HR is really complex and has been chronically undervalued in some companies and industries.
The idea of being part of the movement that helps human resource professionals is so exciting to me. The idea of changing peoples’ minds about what's possible at work is so necessary. Many workplaces are culturally harmful to employees. I’m happy to leverage my personal and professional experience to continue to drive change at work.
During my time at BlackRock, I built and scaled a global meditation program that reached 1,500 people across 17 countries. The experience of putting our egos and titles aside and connecting as people changed me. Helping create an environment that allowed people to pause and just be human at work changed me. Hearing about the depth of impact the program had on their lives changed me. On my last day, I received over 400 emails from colleagues, which I printed out and have kept to this day. I left BlackRock knowing I wanted to spend the rest of my career improving work conditions, so more people could thrive at and through their work.
I also realized that life is short and that I wanted to travel, so I did! I spent 13 months backpacking solo around the world from Cambodia to Jordan to Ireland When I came back from my sabbatical, I made the decision to follow my dream career. But first, I went to grad school, which I had always wanted to do. I attended Stanford Business School as a Sloan Fellow, where I studied business management, with a focus on organizational behavior.
I did a lot of research and looked at a lot of companies before settling on Culture Amp. The organization’s CEO, Didier Elzinga, is who really drew me in. Of all the CEOs and execs I spoke with from large companies to small, he was the one person who didn't flinch when I brought up any of the wildly ambitious goals I had for what work could be. I knew that we could learn and grow together as leaders taking on system-level change. The fact that Culture Amp has and will continue to drive cultural change through community was one of the most exciting prospects for me.
Elzinga is a very human-centered CEO. We are able to play on each other’s strengths and really challenge each other. In the end, successful HR leadership, and really all leadership, comes down to deeply listening to the people you’re serving and working to create shared purpose, empathy and opportunities for growth. Elzinga and I share that; we're sitting on the same side of the table trying to scale Culture Amp as a culture-first company. It’s not easy and we don’t always agree, but our commitment to partnership allows us to flow a little bit better.
Putting culture first means putting our people and culture at the forefront when making and executing business decisions. It means thinking through the downstream implications at an organizational and individual level, and ultimately doing what we believe is right for our employees, our customers, our community and our business. Above all, it means putting the human being at the center of our work.