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.
When it comes to hiring veterans and military spouses, the gap between intention and impact is glaring. How can HR leaders close the gap and provide meaningful employment to those who have served as well as their spouses?
Rob Arndt, CEO of Buffer Springs and Marine Corps veteran, joined HRCI for an Alchemizing HR webinar to take a closer look at the current barriers, what needs to change, and how organizations can leverage this population and build a strategy that yields results for everyone. BufferSprings partners with companies to develop veteran and military spouse programs that go beyond looking good on paper and deliver results. What may have been viewed as a charity effort in the past is now a data-driven effort to improve business outcomes across industries for the military-connected community.
The bad news is that the veteran and military spouse community is underutilized in the current world of work. The good news is that every one of these problems can be fixed.
With the rescinding of Executive Order 11246 earlier this year, many organizations paused or quietly ended their DEI programs. However, VEVRAA (Vietnam Era Veterans’ Readjustment Assistance Act) and Section 503 are still active and prohibit federal contractors and subcontractors from discriminating against protected veterans in all aspects of employment.
Functional unemployment for veterans is 18.2% with around 61% of veterans saying they are underemployed (i.e., their civilian job doesn’t fully utilize their skills, education, or experience) three years after leaving the military.
How can this be remedied? The solution is rooted in accountability. Rather than simply following the latest directive, we must take an honest look at the system that is failing this population. It is time to equip HR pros with the tools and information to decode military experience and eliminate bias.
Military households are fighting an uphill battle in the job market, but military spouses are not sitting idle. Despite an unemployment rate of about 22%, 88% are college-educated (DoW, 2023) and bring adaptability, loyalty, and strong qualifications to the workforce. Yet, more than 50% report underemployment or career instability (GAO, 2022). Allowing remote work and flexible options provides stability for spouses who are uprooted every few years.
Key Questions for HR Pros to Consider:
Does your culture make veterans and military spouses feel welcomed, supported, and valued?
Who is accountable for veteran retention?
“Culture is ownership. You can't outsource culture. You have to lead it; you have to invest in it every single day. And when your leadership sets the tone, compliance follows naturally,” according to Arndt. “It shouldn't be the opposite, and that's the way it is in some of these organization.”
The military-connected community understands how to operate effectively in uncertain, high-pressure environments. Leading with a solution-first mindset, discipline, and trust, many veterans are exactly what hiring managers are looking for to build effective teams.
With the proper questions to align military experience to relevant roles, HR pros can create pathways to attract, hire, and retain these candidates.
Research shows that veterans lead with productivity and discipline. By investing in skill growth and leadership, hiring programs will attract this community. “Veterans don’t chase titles. We chase purpose. When you connect our mission to the company mission, engagement and retention rise,” said Arndt.
A shared vision and guided growth that reinforces personal contribution and a sense of belonging will set the military-connected community up for success.
As organizations plan for 2026, this is an ideal moment for HR teams to step back and assess how well their current systems support military-connected talent. With clear leadership buy-in and intentional program ownership, HR professionals can shift the narrative from transactional hiring to long-term integration.
This BufferSprings program assessment checklist begins with candidate sourcing all the way to build sustained engagement and long-term impact. What sets this framework apart is the commitment to metrics and long-term impact. With accountability and informed recruiters, organizations can deliver meaningful impacts in the military connected community.
By recognizing the strengths veterans and military spouses bring and aligning those strengths with organizational priorities, employers can build teams that are more resilient, engaged, and prepared for future challenges. Integrating this community into your talent strategy strengthens productivity, retention, and leadership outcomes—not just optics or philanthropy.
Source:
This blog was sourced from an Alchemizing HR webinar on November 6, 2025.