The rapid evolution of Human Resources in recent years is a testament to the fact that necessity is the mother invention. It was not enough to keep up with the changes, but also to lead them. This is why HR has been accelerating its technology adoption. HR teams had to quickly and intelligently reinvent their strategies, tools and processes in order to meet the demands of hybrid and remote work models.
HR departments have more powerful and integrated tools today than ever before. These tools enable smarter talent management and faster onboarding. They also increase employee engagement and give HR departments greater confidence to maintain compliance and business continuity. We spoke to HR leaders across our client base to understand how these changes were felt on the ground.
First up, Ross MacRae is Group HR Director and Deputy Director at Orion Group – one of the largest, independent, privately funded, international recruitment agencies in the world. His expertise offers valuable insight into how technology can be harnessed for both strategic advantage and meaningful changes in the employee experience.
Ross says, “Technology is a major contributor to productivity. It has also reduced the administrative burden on my HR team. This allows them to concentrate more on strategic initiatives while improving employee satisfaction.” We’ve seen dramatic improvements in security, compliance, and efficiency. Data analytics have helped me make more strategic decisions, from workforce planning and driving diversity and inclusivity initiatives to workforce planning.
According to Ross, AI driven tools have played a major role in the recruitment process. These technologies improve the hiring process by reducing unconscious bias and refining the candidate selection. Meanwhile, automation has redefined core administrative functions–particularly onboarding–making them faster, more reliable, and easier to scale.
He adds: “As trusted partners to some of the largest organisations in the world, it is crucial that we balance new technology adoption with strict security and compliance requirements.” “With more than 20 offices around the world, we require tools that will not only encourage innovation but also ensure compliance with regional and industry-specific regulatory requirements and protect critical data.”
Q. What are some of the most important technologies that have impacted your HR team or role?
Ross highlights a number of technologies, from digital integration to real time analytics that have made a tangible impact.
He says that technology has revolutionized HR, especially in the area of employee benefits. By digitally integrating payroll systems and third party providers, we have streamlined complex process. This integration has improved our efficiency, made us more cost-effective and adapted to the changing needs of our employees.
centralisation data is perhaps even more significant, as it allows for a consistent and single source of truth in all HR functions. This has reduced errors, duplication and improved reporting capabilities. It also allowed us to react faster to workforce trends. We can make faster decisions with real-time information at our fingertips. This is especially true in areas such as compliance tracking and performance monitoring.
These technologies improve not only the back-end, but also agility and responsiveness within a dynamic business environment.
What is the role of technology in improving employee satisfaction at your organization?
Ross says, “It’s about balance for us.” The technology has had a major impact on the onboarding process. Our automated background checks and right-to work checks reduce manual labor and ensure compliance, while electronic signature tools enable employees to sign contracts from a distance, speeding the hiring process.”
digital portals for onboarding have also played an important role in creating a seamless experience for newly hired employees. These portals consolidate everything that a new hire needs, from essential documents to company policies and training materials. They make the first days of employment more efficient and enjoyable.
Ross warns that “technology can’t replace real human interaction.” Employee morale and wellbeing are still largely dependent on strong leadership, trust and interpersonal relationships. We use digital tools for culture and processes but never forget the human aspect of HR. “The most effective organizations are those who integrate technology, while keeping the people at their core.”
What advice would you give to other senior HR leaders who are considering investing in new technology?
Ross provides HR leaders with a number of practical and experience-based recommendations to help them evaluate new technology solutions.
He says: “First, evaluate the value of any new technology and make sure it is aligned with your organization’s goals.” It’s crucial to look beyond efficiency and cost. Think about how the tool will affect employee satisfaction, engagement and overall experience.
Ross emphasizes the importance of selecting the right vendor, not only for reliability and customer support, but also for accessibility. “Technology adoption is only successful when employees are able to use the tools efficiently. To keep the training requirements to a minimum, we always take into account ease of use. We also appoint champions within the company to help drive adoption. This helps to generate buy-in, and reduces resistance to changes.
System integration is another important point. “A smooth data flow across platforms reduces disruptions and increases efficiency.” In 2025, HR teams should not be using siloed software.
Finally, track your success using clear and measurable ROI metrics. “Adoption rate, user engagement and reductions in the manual work are great indicators. We also consider improvements in employee feedback and cost reduction, depending on the technology. Regular reviews allow us to refine our processes, and make better future investments.”
Conclusion: Finding the right balance between digital efficiency, human connection
Integration of technology into HR has undoubtedly transformed the way Orion Group manages its talent, improves employee experience, and drives operational efficiency. Ross MacRae offers compelling insights on why digital transformation is more than a trend in HR. It’s a strategic imperative.
Balance is the key, he says. The use of powerful digital tools should be paired with a strong culture that puts people first and is based on interpersonal relationships. HR leaders who are navigating an ever-changing work landscape must prioritize selecting the right technologies, implementing them with purpose and measuring their impact continuously through relevant, strategic metrics.
They can do this to ensure that their HR function doesn’t simply keep up with the changes, but is actively shaping the future work.
