As we close out 2025, I’ve been reflecting on the stories that taught me the most about where HR technology is heading and, more importantly, where it should be heading. These aren’t necessarily the articles that generated the most clicks or sparked the biggest debates. They’re among the ones that helped shape how I think about AI implementation, workforce strategy and what it means to report on the people bringing enterprise tech to their workforces.
When AI actually works and why
One of the most instructive stories I covered this year came from Hitachi, whose AI assistant Skye achieved something remarkable: 50%-70% time savings on HR activities. What struck me wasn’t the impressive metrics; it was how they got there. While many organizations are struggling with AI adoption, Hitachi succeeded by treating AI as a system, not just a tool. They started by asking where employees consistently hit friction points, then built intentionally around those pain points.
What global volatility means for workforce strategy
The story on tariffs, trade and contingent workforces might seem like an outlier in a tech-focused beat, but it crystallized that technology isn’t just enabling workforce agility; it’s becoming essential for survival. Global HR leaders are using tech to diversify talent footprints and maintain agile contractor pools across regions. Organizations able to pivot their sourcing when trade relations sour may be better prepared with a stronger footing.
The onboarding outcome
Household names Domino’s and Best Western taught me that effective onboarding is about building smart. I reported on visual learning journeys, gamification, modular frameworks and analytics that correlate training with business outcomes.
In an environment where early turnover can sink a business, onboarding has evolved from orientation to strategic advantage. By the way, I’ve also been following Domino’s interesting brand story this year, which has shown exciting growth and a $9.99 pizza success deal.
Communication as core infrastructure
Alaska Airlines‘ 99.5% adoption rate for its mobile-first communication platform stopped me in my tracks. In an industry where only 10% of non-desk employees report satisfaction with internal communication, the airline achieved near-universal engagement by prioritizing frontline workers and establishing trust through consistent performance. Plus, I spend a lot of time on planes and loved getting the inside scoop on this customer-approved airline.
The integration question
The conversation about HR and IT integration has been simmering for years, but it reached a hot point in 2025. When I spoke with four HR leaders about bridging the HR-IT divide, what emerged wasn’t just tactical advice about collaboration; it was a rethinking of how orgs approach digital transformation.
The wellness tech evolution
When I first heard about therapeutic wearables being used by Nike, Red Bull and the NFL, I’ll admit I wasn’t sure how these would fit into HR tech. But Apollo Neuro and similar devices represent something bigger than just another wellness trend.
They’re real-time interventions that don’t require employees to step away from work. This creates a refreshing approach to employee wellbeing. Depression and anxiety cost the global economy $1 trillion every year. Solutions that operate within the flow of work deserve serious attention.
The job security question we’re all asking
The conversation with three tech CEOs about whether HR professionals should fear AI-driven layoffs was one of the most honest discussions I’ve participated in all year. But what emerged from that discussion wasn’t just anxiety; it was a roadmap. HR has a critical role in culture change, trust-building around human-AI accountability and preparing workers for more generalist roles. The real question isn’t if AI will transform HR jobs, but who will be in the driver’s seat when it does.
Ethics, burnout and vendor relationships
At the Future Talent Council Global AI Summit, HR leaders got refreshingly candid about the challenges that don’t make it into vendor pitch decks: short attention spans fragmenting workplace focus, burnout as a mounting crisis and the gap between vendor promises and reality.
The panel’s advice about building tools that put humans first and approaching vendor relationships with transparency rather than checkbox RFPs felt like a course correction the industry desperately needs.
Europe’s human-centered approach
The lessons from BBC, Netflix and IKEA at HR Tech Europe kickstarted something I’ve been thinking about all year: The organizations navigating transformation most successfully are the ones keeping humans central. “Don’t let performance drive purpose,” as BBC’s Uzair Qadeer put it. In a year dominated by AI capabilities and automation potential, that reminder to stay intentional about mission felt essential.
Learning from the NFL
Jennifer Langton‘s work on the NFL’s Digital Athlete program offered unexpected lessons for HR technology adoption. Using AI-powered digital twins to predict injuries requires the same change-management principles used in any major tech rollout. HR leaders must educate teams and build strong connections across the organization. It’s essential to involve stakeholders early and ensure the effort aligns with broader strategic goals. Leveraging the right partners also helps the technology gain traction and deliver value. Sometimes the best HR insights come from outside the function entirely.
The data center reality
Finally, the piece on why HR should care about AI data centers might seem technical, but it points to a future where HR’s role expands in unexpected ways. AI’s massive energy demands aren’t just an IT problem; they’re a workforce planning issue, a sustainability challenge and a strategic consideration for any organization scaling AI. HR leaders who understand this broader context will be better positioned to guide their organizations.
As we head into 2026, I’m watching for stories that dig even deeper into these tensions. I’m looking at the nuance between efficiency and humanity, innovation and ethics, and what AI can do and what it should do.
