Research shows that HR professionals are taking on an increasing amount of strategic responsibilities, without the support they need from their leaders.
PayFit, a software for payroll and HR, conducted a survey among senior HR professionals. Nearly all (98%) respondents reported that they had taken on new tasks in the last 12 months. Mental health support (57%) as well as AI usage policies (56%) were the two most common.
The HR department continues to grow its role, and 64 percent of respondents said that they were now working above their capacity. Additional responsibilities are taking a toll, as 88 percent of respondents admit that their core HR function has been affected.
When workloads are unmanageable, initiatives such as diversity equity and inclusion (25%), employee engagement (25%) or mental health support (28%) will be the first to go.
Leadership support is not enough
It is clear that increased responsibilities have an emotional and operational impact. Over half (53%) of respondents reported increased stress, and 32% said that their work-life imbalance has worsened. Nearly one third (29%) of respondents reported declining job satisfaction, and 20 percent were considering quitting the profession.
PayFit’s Chief People and Fulfillment Officer, Marie-Alicia Tantardini said, “HR teams are driving some of today’s most significant changes in the business.” HR is receiving new initiatives, from mental health to AI adoption. This reflects their growing influence and trust, but it also comes with a price.
The current rate of change could cause something or someone to suffer without the proper resources and support. It’s not about removing responsibilities, but recognizing that HR and Leadership should work together and ensure the right tools and capacity are in place to make sustainable change.
Only 31 percent of leaders increased the number of HR staff and only 30 percent allocated more budget to technology. 42 percent of HR pros said that their managers expect them manage the new responsibilities on their own.
Automation is a way to cope
Many HR teams, faced with limited resources, are turning more and more to automation. Automation tools are most commonly used in payroll processes. 62 percent use automation in this area. Other common applications are time and attendance tracking (44%), recruiting and applicant tracking (42%), and benefits administration (39%).
The results suggest that, while automation can provide a short-term solution to structural imbalances faced by HR professionals, it does not offer a comprehensive remedy. Many initiatives relating to employee engagement, wellbeing and inclusion may be sidelined without a broader support from the organisation.
Tantardini said, “Leaders can use this opportunity to reduce the workload while maximizing impact. This will give HR teams the room they need to focus without feeling overwhelmed.”
