{"id":21601,"date":"2023-12-08T09:00:00","date_gmt":"2023-12-08T14:00:00","guid":{"rendered":"https:\/\/www.sage.com\/en-us\/blog\/?p=21601"},"modified":"2026-01-23T09:37:28","modified_gmt":"2026-01-23T14:37:28","slug":"hr-trends-2024","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-us\/blog\/hr-trends-2024\/","title":{"rendered":"HR trends in 2024: Everything HR leaders need to know"},"content":{"rendered":"<header class=\"entry-header has-dark-background-color entry-header--has-illustration entry-header--has-illustration--generic\">\n\t<div class=\"container\">\n\t\t<div class=\"entry-header__row row align-center\">\n\t\t\t<div class=\"col col-lg-7 col-xlg-6 entry-header__content\">\n\t\t\t\t\t\t\t<div class=\"component component-single-header\">\n\t\t\t\t\t\t\t\t\t\t<div class=\"entry-header__misc text--subtitle text--uppercase text--small\">\n\t\t\t\t\t\t\t<a href=\"https:\/\/www.sage.com\/en-us\/blog\/category\/trends-insights\/\" class=\"entry-header__link\">Trends &amp; Insights<\/a>\t\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t<div class=\"entry-title-wrapper\">\n\t\t\t\t\t<h1 class=\"entry-title\">\n\t\t\t\t\t\tHR trends in 2024: Everything HR leaders need to know\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t<p class=\"entry-header__description\">\n\t\t\t\t\t\t\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n\t<div class=\"single-post-details container\">\n\t\t<div class=\"col\">\n\t\t\t<span class=\"posted-on \"><time class=\"entry-date published\" datetime=\"2023-12-08T09:00:00-05:00\">December 8, 2023<\/time><\/span><span class=\"reading-time\"> min read<\/span>\n\t\t<button\n\t\t\ttype=\"button\"\n\t\t\tclass=\"social-share-button button button--icon button--secondary js-social-share-button\"\n\t\t\tdata-share-title=\"HR trends in 2024: Everything HR leaders need to know\"\n\t\t\tdata-share-url=\"https:\/\/www.sage.com\/en-us\/blog\/hr-trends-2024\/\"\n\t\t\tdata-share-text=\"Please read this interesting article\"\n\t\t>\n\t\t\t<span class=\"social-share-button__share-label\">Share<\/span>\n\t\t\t<span class=\"social-share-button__copy-label\" hidden>Copy Link<\/span>\n\t\t\t<span class=\"social-share-button__copy-tooltip\" aria-hidden=\"true\" hidden>Copied<\/span>\n\t\t<\/button>\n\n\t\t\t\t<\/div>\n\t<\/div>\n<\/header>\n\n\n\n<div class=\"wp-block-post-author\">\n\t\t\t<div class=\"co-authors\">\n\t\t\t\n\t\t<div class=\"entry-author-wrapper\">\n\t\t\t<a class=\"entry-author\" href=\"https:\/\/www.sage.com\/en-us\/blog\/author\/jessicafuhl\/\">\n\t\t\t\t<img decoding=\"async\" alt=\"\" src=\"https:\/\/www.sage.com\/en-au\/blog\/wp-content\/uploads\/sites\/5\/2020\/10\/Jess-fuhl.jpg\" class=\"entry-author__image\" height=\"40\" width=\"40\" fetchpriority=\"high\" \/>\t\t\t\t<span class=\"entry-author__name\">Jessica Leyshon<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t<\/div>\n\t\t<\/div>\n\n\n\n\n\n<p>What\u2019s in store for HR in the new year?<\/p>\n\n\n\n<p>The buzzword for 2024 is AI (artificial intelligence) and specifically generative AI.<\/p>\n\n\n\n<p>It\u2019s not new, but it has accelerated at such a rate that machine learning apps such as <a href=\"https:\/\/www.sage.com\/en-gb\/blog\/chatgpt-hr-leaders-use-ai-chatbot\/\">ChatGPT<\/a> are all the rage.<\/p>\n\n\n\n<p>That means HR teams all over the world are trying to figure out how best to understand and use them responsibly in the workplace amid a backdrop of economic uncertainty, a tight talent market, and hybrid working.<\/p>\n\n\n\n<p>We picked the brains of HR and People experts to help shine a light on seven HR challenges and priorities they felt HR can expect in 2024.<\/p>\n\n\n\n<p>Here&#8217;s what we cover in this article:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"#remaining\">1. Remaining relevant in HR<\/a><\/li>\n\n\n\n<li><a href=\"#re\">2. Re-evaluating the employee relationship<\/a><\/li>\n\n\n\n<li><a href=\"#rethinking\">3. Rethinking the roles of managers in an era of hybrid and remote working<\/a><\/li>\n\n\n\n<li><a href=\"#reconsidering\">4. Reconsidering talent acquisition and internal mobility<\/a><\/li>\n\n\n\n<li><a href=\"#maintaining\">5. Maintaining wellbeing in a digital world<\/a><\/li>\n\n\n\n<li><a href=\"#redefining\">6. Redefining diversity, equity and inclusion<\/a><\/li>\n\n\n\n<li><a href=\"#doubling\">7. Doubling down on adopting the right HR technology<\/a><\/li>\n\n\n\n<li><a href=\"#looking\">Looking ahead in 2024<\/a><\/li>\n<\/ul>\n\n\n\n<div class=\"single-cta\">\n\t<a\n\t\tclass=\"button button--primary gate-953ea46a-2932-4599-ac25-3b92a5c503e3\"\n\t\trole=\"button\"\n\t\tdata-button-location=\"content_area\"\n\t\thref=\"#gate-953ea46a-2932-4599-ac25-3b92a5c503e3\"\n\t>Download your free copy of The changing face of HR in 2024 and discover what\u2019s keeping HR leaders up at night<\/a>\n<\/div>\n\n\n\n\n<h2 class=\"wp-block-heading\" id=\"remaining\">1. Remaining relevant in HR<\/h2>\n\n\n\n<p>In 2023, we saw significant layoffs not only of employees but also HR teams across every industry globally. <\/p>\n\n\n\n<p>While this is a short-term solution to the economic downturn, HR leaders need to be hyper vigilant and ensure their function is relevant and strategic to their organisation.<\/p>\n\n\n\n<p>\u201cLeverage the impact of the HR role within the organisation,\u201d says Veronika Birkheim, Director of People Experience at <a href=\"https:\/\/aurebus.de\/\">aurebus consulting<\/a>. \u201cEspecially for HR leaders to step up into management, C-level roles, and leave the supporting partner roles behind.\u201d<\/p>\n\n\n\n<p>The way to do this is through technology particularly \u201cthrough data literacy and communication\u201d, she says.<\/p>\n\n\n\n<p>Veronika adds: \u201cHR should get used to work based on data, deriving their decisions and programmes from data combined with qualitative backups and employee feedback.\u201d<\/p>\n\n\n\n<p>Grant Weinberg, Vice President Talent Acquisition &amp; HR Operations at <a href=\"https:\/\/www.eikontx.com\/\">eikon therapeutics<\/a>, says: \u201cAutomation is not merely a convenience, it\u2019s our avenue to elevate efficiency, ensure unwavering consistency, and create the capacity needed to drive real change in our organisation.<\/p>\n\n\n\n<p>\u201cBy embracing AI solutions, we can liberate our HR team from administrative burdens, allowing them to concentrate on strategic initiatives.\u201d<\/p>\n\n\n\n<p>\u201cImplemented and used correctly, generative AI will likely lead to a new take on HR processes like recruiting and development,\u201d enthuses Patrick Amm, Principal Consultant at <a href=\"https:\/\/hrpepper.de\/\">HRpepper Management Consultants<\/a>.<\/p>\n\n\n\n<p>\u201cCompanies need to get familiar with these new tools and identify use cases to integrate them in their daily work, which in turn will lead to the creation of new HR services, policies, and\/or roles.\u201d<\/p>\n\n\n\n<p>These words are more pertinent than ever when <a href=\"https:\/\/www.sage.com\/en-us\/sage-business-cloud\/people\/resources\/research-analyst-reports\/the-changing-face-of-hr-research-report\/\">only 59% of HR leaders<\/a>&nbsp;say they\u2019re adopting people analytics in their organisations today and as many as <a href=\"https:\/\/www.sage.com\/en-us\/sage-business-cloud\/people\/resources\/research-analyst-reports\/the-changing-face-of-hr-research-report\/\">40% of the C-suite feel that HR are too focused on paperwork and admin<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"re\">2. Re-evaluating the employee relationship<\/h2>\n\n\n\n<p>Hundreds and thousands of employees went on strike across Europe and the US in 2023 because of pay and working conditions, indicating that the employer\/employee relationship had broken down.<\/p>\n\n\n\n<p>\u201cThis is no coincidence coming out of the pandemic where people are asking themselves: \u2018Do I like my job? Do I like these conditions? I&#8217;m not standing for this anymore,\u2019\u201d explains Christine Temple, Chief Consulting Officer at <a href=\"https:\/\/www.exaqueo.com\/\">exaqueo<\/a>.<\/p>\n\n\n\n<p>\u201cAnd so, the reckoning is employers cannot pacify. They have to look at their relationship with their employees, examine who they are and assess what kind of experience they\u2019re trying to create, and then be authentic in that expression.\u201d<\/p>\n\n\n\n<p><a href=\"https:\/\/www.sage.com\/en-us\/human-resources\/hr-agility\/\">Our research found<\/a> that 83% of HR leaders said employee experiences will become even more of a focus for HR. <\/p>\n\n\n\n<p>But Christine argues that it goes beyond what employers can give their employees to what their relationship looks like.<\/p>\n\n\n\n<p>She says: \u201cHR needs to proactively work with their executive teams to find ways to listen to their employees, and then authentically respond. <\/p>\n\n\n\n<p>&#8220;Those employers who are genuine and trying to address it are going to continue to be attractive.\u201d<\/p>\n\n\n\n<p>Technology can help offer experiences such as flexible and remote working, and can facilitate communications with employees, but technology is just the tool. <\/p>\n\n\n\n<p>The heavy lifting must be done first on re-establishing a strong relationship with employees.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"rethinking\">3. Rethinking the roles of managers in an era of hybrid and remote working<\/h2>\n\n\n\n<p>Roughly <a href=\"https:\/\/www.microsoft.com\/en-us\/worklab\/work-trend-index\/hybrid-work-is-just-work\">50%<\/a> of hybrid managers report that they have less visibility into the work their employees do than in-person managers.<\/p>\n\n\n\n<p>The reality is that the traditionally hierarchical approach to management made sense when jobs were fixed, workplaces were physical, and information flowed downwards, but this is no longer the case.<\/p>\n\n\n\n<p>Julie Hodges, Professor of Organisational Change at <a href=\"https:\/\/www.durham.ac.uk\/business\/\">Durham University Business School<\/a>, explains: \u201cManagers are facing increasing ambiguity in their role as they try to manage people and change in a world of advancing technology as well as hybrid and remote environments.<\/p>\n\n\n\n<p>\u201cAt the same time, they are also trying to recreate the cohesiveness, collaboration, and camaraderie of the office through the freedom and flexibility of remote working.<\/p>\n\n\n\n<p>\u201cThese demands are driving the need to reframe the role of managers. To do this, HR need to help in shifting the role and mindset of managers as well as working with them to identify the key capabilities they will need in the future.\u201d<\/p>\n\n\n\n<p>Grant Weinberg agrees: \u201cOur focus must be on empowering our employees with direct access to the resources they need and enhancing our managers\u2019 capabilities in people management.<\/p>\n\n\n\n<p>\u201cLet\u2019s champion a culture of self-sufficiency while providing our leaders with the tools and knowledge to lead effectively.\u201d<\/p>\n\n\n\n<p>AI will have a huge impact on leadership asserts Sankalp Chaturvedi, Professor of Organisational Behaviour and Leadership <a href=\"https:\/\/www.imperial.ac.uk\/business-school\/\">at Imperial College Business School<\/a>: \u201cWith AI intervention, our understanding of motivation mechanisms will evolve.<\/p>\n\n\n\n<p>\u201cAI will impact all aspects of leadership such as applying fairness across the board and how we appraise employees.\u201d<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"reconsidering\">4. Reconsidering talent acquisition and internal mobility<\/h2>\n\n\n\n<p>The need for organisations to upskill and reskill their employees has never been more evident.<\/p>\n\n\n\n<p>The World Economic Forum warns that&nbsp;<a href=\"https:\/\/www3.weforum.org\/docs\/WEF_Upskilling_for_Shared_Prosperity_2021.pdf\">more than 50%<\/a> of employees around the world need to reskill&nbsp;or upskill by 2025 to stay competitive.&nbsp;<\/p>\n\n\n\n<p>In addition, we\u2019re experiencing a tight talent market in which employees are beginning to reshape where, how and when they want to work.<\/p>\n\n\n\n<p>Rather than risk losing them, companies are beginning to look at their internal mobility and deploy their skills elsewhere.<\/p>\n\n\n\n<p>In the past, talent acquisition was a supply chain issue and candidates were hired according to their profile and experience, but this is changing, says Bill Boorman, Founder of Tru.<\/p>\n\n\n\n<p>Bill adds: \u201cWe are seeing talent management take over from talent acquisition. Internal retention will be more key than ever.<\/p>\n\n\n\n<p>\u201cRetention and skills mobility will be the number one priority, and we may even see the talent acquisition and learning development roles within HR become one.<\/p>\n\n\n\n<p>\u201cTraining and learning will become the employer brand, so HR really need to think about what the employee value proposition is.\u201d<\/p>\n\n\n\n<p>HR will have to figure out how to assess people&#8217;s skills rather than look just at their profile or CV, which has been the traditional way for external and internal recruitment.<\/p>\n\n\n\n<p>Bill says: \u201cUsing data for workforce planning, skills and career pathing will be increasingly important, and proprietary knowledge will become key,\u201d as automation and AI become capable of doing more work.<\/p>\n\n\n\n<p>Employers will be looking for people with the knowledge and soft skills that machines don\u2019t have. In this vein, learning management systems will also have to change to address the changing workforce.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"maintaining\">5. Maintaining wellbeing in a digital world<\/h2>\n\n\n\n<p>Gallup <a href=\"https:\/\/www.gallup.com\/workplace\/349484\/state-of-the-global-workplace.aspx\">reports<\/a> that worker stress is at a historic high, costing the global economy $8.8tn (\u00a37tn).<\/p>\n\n\n\n<p>Digital transformation has brought many benefits, but what\u2019s unprecedented is the incredibly past pace at which it has accelerated. <\/p>\n\n\n\n<p>The truth is that no one really knows what it\u2019s capable of yet.<\/p>\n\n\n\n<p>David D\u2019Souza, Membership Director at the <a href=\"https:\/\/www.cipd.org\/uk\">CIPD<\/a>, says: \u201cA wave of generationally significant technology will be landing against a backdrop of a difficult economy, a pandemic, a volatile geopolitical situation and a shift in the way many work.<\/p>\n\n\n\n<p>\u201cUnpredictable territory after an unrelenting period of turmoil means that time to think will be at a premium.&nbsp;Taking care of your own wellbeing and your team&#8217;s needs will also be paramount in terms of having a platform to help others navigate change.\u201d<\/p>\n\n\n\n<p>Julie Hodges says: \u201cIntegrating wellbeing into the design of transformations is far more likely to build change that is sustainable, with workers feeling and performing at their best.<\/p>\n\n\n\n<p>\u201cTo achieve this, there is a need for practices that help to ameliorate the negative impact of transformation on the health and wellbeing of people.\u201d<\/p>\n\n\n\n<p>Sankalp Chaturvedi says: \u201cIt\u2019s about expectations management as we transition and adopt AI.<\/p>\n\n\n\n<p>\u201cOrganisations need to do more in providing guidelines. Mental health needs to be part of their strategy and not just an add-on.\u201d<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"redefining\">6. Redefining diversity, equity and inclusion<\/h2>\n\n\n\n<p>Today, amid economic uncertainty and corporate belt-tightening, the push for diversity, equity and inclusion (DEI) has slowed.<\/p>\n\n\n\n<p>Many companies that pledged to build equity in the past few years didn\u2019t really create the infrastructure to support the implementation of new initiatives, so little progress was made.<\/p>\n\n\n\n<p>Now, more than ever, it\u2019s time for organisations to recommit.<\/p>\n\n\n\n<p>\u201cEven in times of budget constraints and reduced hiring, our commitment to DE&amp;I remains unwavering,\u201d says Grant Weinberg. <\/p>\n\n\n\n<p>\u201cLet&#8217;s integrate it into our change management strategy, fostering inclusivity not just in external hiring but also by nurturing our existing talent to be more inclusive and equitable across the entire spectrum of our operations.&#8221;<\/p>\n\n\n\n<p>Ben Brooks, founder and CEO at&nbsp;<a href=\"https:\/\/pilot.coach\/\">PILOT<\/a>, adds: \u201cAs efforts to advance board and C-Suite-driven diversity, equity and inclusion commitments languish, technology will increasingly be leveraged to accelerate progress in all aspects of DEI, which are now closely linked to ESG [environmental, social and governance] reporting and shareholder awareness.<\/p>\n\n\n\n<p>\u201cThe flexibility that technology provides to employees will be closely linked to fostering a more inclusive workforce to retain top talent.\u201d<\/p>\n\n\n\n<p>However, Sankalp Chaturvedi argues that it\u2019s not just about the tech. There is an important step to take first, which is to change the defaults so everyone feels they belong.<\/p>\n\n\n\n<p>He says: \u201cDEI is not for the selected few. It&#8217;s about awareness of everybody. It cannot be a tick box exercise but rather be embedded in processes because principles are too vague.<\/p>\n\n\n\n<p>\u201cWe need to change the way we select people, appraise their performance, and promote. We have to talk about values where differences are normalised.\u201d<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"doubling\">7. Doubling down on adopting the right HR technology<\/h2>\n\n\n\n<p>HR leaders will be under pressure from their boards to <a href=\"https:\/\/www.sage.com\/en-us\/sage-business-cloud\/people\/\">adopt the right technology<\/a> in 2024.<\/p>\n\n\n\n<p>Ben Brooks explains: \u201cMany organisations declared 2023 the year of efficiency. HR leaders should expect an elevated level of scrutiny for existing and new technology spending in 2024 and beyond.\u201d<\/p>\n\n\n\n<p>He elaborates: \u201cPlatforms will need to provide clear usage and value metrics that prove in numbers that the technologies meet a clear and data-driven business case.<\/p>\n\n\n\n<p>\u201cMany legacy HR technologies lack clear and easy-to-access metrics, and HR will be well-served to upgrade and replace vendors who haven&#8217;t kept up.\u201d<\/p>\n\n\n\n<p>Andrew Johnson, Employee Benefits Advisor at <a href=\"https:\/\/boltonco.com\/\">Bolton<\/a>, agrees. Technology has enabled remote working but that has brought with it another set of challenges.<\/p>\n\n\n\n<p>Andrew says: \u201cIn the US, employment law varies wildly from state to state, and it is continually changing.<\/p>\n\n\n\n<p>\u201cIt requires a full-time team just to look after benefits, for example. The challenge for HR departments going forward will be to adopt the right technology that will be able to support them simply in keeping up.\u201d<\/p>\n\n\n\n<p>However, Ben Brooks argues that it might be some time before HR experiment with such core HR responsibilities as compliance.<\/p>\n\n\n\n<p>He says: \u201cHR\u2019s work, including protecting sensitive personnel data, complying with employment laws, administering payroll and benefits, and other mission-critical efforts are not areas that organisations want to experiment in.<\/p>\n\n\n\n<p>\u201cI suspect we\u2019ll see the most HR tech innovation in areas that continue to be persistent challenges for organisations, such as culture, succession, internal mobility, engagement, feedback, performance management, learning, DEI, and hybrid and remote work.\u201d<\/p>\n\n\n\n<p>Patrick Amm agrees: \u201cIf you look at the <a href=\"https:\/\/www.gartner.com\/en\/documents\/4597499#:~:text=Summary,centric%20security%20and%20privacy%20programs.\">Gartner Hype Cycle for Emerging Technologies in 2023<\/a>, you notice that there are a lot of inflated expectations as to what&#8217;s possible.<\/p>\n\n\n\n<p>&#8220;But I expect that in 2024 many companies will experiment more with tech, get a better understanding of how to effectively use these new tools, and integrate them into their daily practice or products.\u201d<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"looking\">Looking ahead in 2024<\/h2>\n\n\n\n<p>There you have it \u2013 those are the top priorities the experts say HR will likely face in 2024 and how technology can help you tackle them.&nbsp;<\/p>\n\n\n\n<p>Our experts fully embrace the opportunities fast-evolving AI offers.<\/p>\n\n\n\n<p>Patrick Amm explains: \u201cWith the advent of generative AI, there is the potential for a complete new market for digital HR assistants for data management, knowledge management and development, to name a few, that will change the way HR functions.\u201d<\/p>\n\n\n\n<p>However, all warn that HR leaders must understand how to use this new technology responsibly and train their workforces to do the same, especially in the absence of industry regulations because, says Bill Boorman: \u201cMachines have no morality other than the morality that we teach them.\u201d<\/p>\n\n\n\n<p>With that, we\u2019ll leave you with David D\u2019Souza\u2019s parting sentiments: \u201cWe can make leaps, but we need to make sure they are in the right direction.<\/p>\n\n\n\n<p>\u201cOur work needs to be done with one eye firmly fixed on the long-term implications of our choices, as we strive to better understand the benefits that technology can bring.<\/p>\n\n\n\n<p>\u201cWe can\u2019t let the risks blind us to the opportunities and vice versa.\u201d<\/p>\n\n\n\n<div class=\"single-cta gated-content\">\n\t<div class=\"single-cta__positioner\">\n\t\t<div class=\"single-cta__wrapper has-dark-background-color\">\n\t\t\t<div class=\"single-cta__content\">\n\t\t\t\t\t\t\t\t<h2 class=\"single-cta__title h3\">The changing face of HR in 2024<\/h2>\n\n\t\t\t\t\t\t\t\t\t<div class=\"single-cta__description\">\n\t\t\t\t\t\t<p><!-- wp:paragraph --><\/p>\n<p class=\"\">From process to people, take a peek at the paradoxes facing HR leaders today by downloading this research report.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a\n\t\t\t\t\t\thref=\"#gate-953ea46a-2932-4599-ac25-3b92a5c503e3\"\n\t\t\t\t\t\tclass=\"single-cta__button button button--primary\"\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t>Download the report<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t<div class=\"single-cta__downloads\">\n\t\t\t\t\t\n\t\t\t\t\t1,612 readers have downloaded this report\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<img decoding=\"async\" width=\"928\" height=\"522\" 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button--primary\"\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t>Subscribe<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<img decoding=\"async\" width=\"1440\" height=\"810\" src=\"https:\/\/www.sage.com\/en-us\/blog\/wp-content\/uploads\/sites\/2\/2022\/04\/GettyImages-1073797282-1440x810.jpg\" class=\"single-cta__image\" alt=\"Working from home with tea in hand\" loading=\"lazy\" srcset=\"https:\/\/www.sage.com\/en-us\/blog\/wp-content\/uploads\/sites\/2\/2022\/04\/GettyImages-1073797282-1440x810.jpg 1440w\" sizes=\"auto, (min-width: 48em) 33vw, 100vw\" \/>\t\t\t<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>What does 2024 hold for HR leaders? From maintaining wellbeing to using the right HR tech, we round up the top trends to help you get ahead.<\/p>\n","protected":false},"author":1118,"featured_media":20018,"menu_order":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_sage_video":false,"post_featured_image_hide":false,"footnotes":""},"categories":[49],"tags":[284,17,166],"business_type":[41],"lilypad":[],"context":[],"industry":[],"persona":[],"imagine_tag":[465,215,413,233],"coauthors":[734],"class_list":["post-21601","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-trends-insights","tag-hiring","tag-hr-payroll","tag-hr-software","business_type-growing-business"],"sage_meta":{"region":"en-us","author_name":"Jessica Leyshon","featured_image":"https:\/\/www.sage.com\/en-us\/blog\/wp-content\/uploads\/sites\/2\/2023\/09\/shutterstock_614845427_c2222.jpg","imagine_tags":{"465":"HR","215":"HR and Payroll","413":"Human Resources","233":"Medium Businesses"}},"distributor_meta":false,"distributor_terms":false,"distributor_media":false,"distributor_original_site_name":"Sage Advice US","distributor_original_site_url":"https:\/\/www.sage.com\/en-us\/blog","push-errors":false,"_links":{"self":[{"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/posts\/21601","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/users\/1118"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/comments?post=21601"}],"version-history":[{"count":0,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/posts\/21601\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/media\/20018"}],"wp:attachment":[{"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/media?parent=21601"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/categories?post=21601"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/tags?post=21601"},{"taxonomy":"business_type","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/business_type?post=21601"},{"taxonomy":"lilypad","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/lilypad?post=21601"},{"taxonomy":"context","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/context?post=21601"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/industry?post=21601"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/persona?post=21601"},{"taxonomy":"imagine_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/imagine_tag?post=21601"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/coauthors?post=21601"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}