2025 is shaping up to be another transformative year for businesses. As organisations continue to adapt to rapid change, five key HR priorities are emerging that will demand leaders’ attention—and likely a chunk of their 2026 budget.
Here’s what we’re forecasting for the year ahead:
- Capability Development
- Employee Engagement
- Technology
- Strategic Workforce Development
- Fiscal Responsibility and Transparency
1. Capability Development: Building Skills for Tomorrow
Capability development is about future-proofing your workforce by equipping employees with the skills they need to thrive in an ever-changing landscape. From AI to resilience training, businesses that invest in their teams’ growth are the ones that will stay ahead of the curve.
After attending two separate presentations from Paul Spoonely this year, I am convinced that our workplace will be more diverse than ever, with over 40% of our community identifying as either Asian, Māori or Pasifika in the next decade.
Catherine Stapleton, Managing Director, Stapleton Consulting
In 2025, we expect organisations to prioritise:
- HR and employment basics: Empowering managers with foundational HR knowledge.
- Technology optimisation: Training teams to integrate AI tools effectively.
- Resilience and stress management: Equipping employees to handle workplace pressures and change.
- Project and change management: Driving smoother transitions during times of growth or restructuring.
- Work styles and communication: Enhancing collaboration across diverse teams.
Capability development isn’t a box to tick—it’s an ongoing investment in your people and your future.
2. Employee Engagement: Rebuilding Connections
After years of restructures, uncertainty, and stress, 2025 will be the year organisations double down on rebuilding trust and morale. Engaged employees aren’t just more productive—they’re also the foundation of a resilient organisation.
Expect to see more:
- Frequent pulse surveys: Moving beyond annual engagement checks to real-time insights.
- Recognition initiatives: Celebrating achievements to boost morale.
- Career development programs: Providing clear growth pathways for staff.
Engagement strategies will focus on creating workplaces where people want to show up, contribute, and grow—because recovering from past upheaval means strengthening relationships at every level.
3. Technology: Staying Ahead of the Curve
Technology, particularly AI, is set to dominate the HR agenda in 2025. While regulatory frameworks are catching up, businesses can’t afford to wait to integrate these tools. AI has already reshaped how we work—and employees are likely experimenting with it already.
The key is ensuring your technology choices align with business goals and empower your workforce rather than overwhelm them. Staying informed and cautious is vital, but don’t let fear of the unknown leave you behind.
Ipsos, one of the world’s leading market research companies, released, in June 2024, the Artificial Intelligence (AI) Monitor 2024, a 32-country survey which tracks how people worldwide feel about AI. In response to the report findings Carin Hercock, Managing Director, Ipsos New Zealand, said: “New Zealand has the second highest level of nervousness about products and services using AI across the 32 countries Ipsos surveyed. When nearly half of New Zealanders think AI will change how they do their current jobs in the next five years, it might be time New Zealanders start getting more comfortable with AI.”
4. Strategic Workforce Development: Connecting the Dots
A strong employment relationship doesn’t happen by chance. It’s built deliberately—starting with recruitment and continuing through every step of the employee journey.
2025 is the year to ask:
- Do your recruitment, onboarding, and performance review processes align with your organisation’s purpose?
- Are you identifying and cultivating the talent you’ll need for future challenges?
Strategic workforce planning isn’t just about filling roles; it’s about creating a cohesive, resilient workforce that embodies your values and drives your success.
5. Fiscal Responsibility and Transparency: Leading with Integrity
Employees notice waste—and they won’t tolerate it, especially in tough economic times. Fiscal responsibility isn’t just about managing costs; it’s about demonstrating transparency and accountability to your team and stakeholders.
With wages often making up 60% or more of operating expenses, 2025 will demand a sharper focus on:
- Managing employee performance effectively.
- Optimising time and effort invested on internal projects to maximise value.
- Using data to guide decisions and address performance concerns confidently.
Being upfront about how resources are used builds trust and ensures everyone is in the same boat and going in the same direction.
Preparing for 2025: The Path Forward
As we look ahead, these five priorities represent opportunities for organisations to flourish in a complex, evolving environment. Whether it’s upskilling your team, strengthening engagement, embracing technology, or fostering transparency, the steps you take in 2025 will lay the groundwork for long-term success.
At Stapleton Consulting, we’re here to help you navigate these challenges with clarity, confidence, and creativity. Let’s move forward together. Get in touch with our team today.
