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.
HRCI Champion: Wendy Kelly, PHR
What drew me to HR was the ability to help others. Colleagues would often reach out to me for advice, and one day, my niece said, “You should go into HR.” That simple suggestion started my journey.
Helping others is also what has kept me in the field. To me, HR is about putting people first and creating an environment where employees can succeed. When organizations invest in their people, both their employees and the organization can thrive.
Honestly, having worked within an organization and externally as a consultant has not changed my approach to HR. Every organization has its challenges. For me, it’s about meeting people where they are, understanding their needs, and identifying how I can help improve the organization and the employee experience.
I think small and midsize organizations often underestimate the financial risks they may face when HR is not at the core of the organization from the start. As organizations grow, additional employment laws and regulations become applicable, and often, they grow at a much faster pace than anticipated. Growth can become costly due to compliance violations, employee turnover, poor hiring decisions, and especially inconsistent practices.
Having HR involved early helps organizations prepare for that growth, identify potential risks, and put the right policies, processes, and practices in place before issues arise.
One assumption I believe should be addressed is that HR is simply there to protect the organization. As an HR professional, that is far from how I view my role. My job is to help ensure that the people who make up the organization, from the CEO to frontline staff, have a voice, are treated fairly, and feel valued.
Protecting the organization and supporting its people should not be viewed as competing priorities. When employees at every level feel heard, respected, and supported, they are more likely to be engaged and committed to their work. Ultimately, creating a positive employee experience contributes to a stronger, healthier, and more successful organization.
Oh, my goodness, the writing sprint was one of my best experiences as an HR professional! What surprised me most was the intentionality behind creating each question. HRCI cares not only about the test taker but also about maintaining the integrity of the HR profession. Everyone was helpful, patient, and kind throughout the entire experience.
I don’t know if the experience necessarily changed my perspective. I already understood that things are constantly evolving and that, as HR professionals, we must continue learning and improving. That commitment to staying current is also part of what maintaining my PHR certification means to me. This experience reminded me of the importance of being intentional about the decisions we make and considering how those decisions affect others.
Contributing as a SME is an honor. When I started my career years ago, there wasn’t a community of HR professionals readily available to help, so there were many things I had to navigate and learn on my own. Having the opportunity to contribute now allows me to share what I’ve learned with others who are building their own HR careers.
HRCI ENGAGE is an amazing platform. I wish I had thought of it! Lol. What keeps me coming back is the conversations. I genuinely enjoy learning from others, sharing my experiences, and exchanging ideas.
The conversations and resources not only challenge and broaden my perspective on work, but they also influence how I think about life in general. For me, that exchange of knowledge and perspectives is the best part of HRCI ENGAGE.
For me, sharing lessons through The HR Buzz is about creating practical tools and insights that HR professionals can use in their everyday work. I’ve learned that knowledge truly is power, and when we share what we know, we create a collective responsibility to strengthen our profession. We all benefit when we learn from one another, share our experiences, and use that knowledge to make better decisions for the people and organizations we serve.
Wendy N. Kelly, PHR, is an HR professional with over 20 years of executive experience, primarily in the healthcare and education industries. She is the owner of KHRServices, an HR consulting firm that serves small and midsize organizations by providing support and guidance across a variety of human resources needs.