Here we are, deep into Q4. And if you’re an HR pro, it might feel like the ground is moving right beneath your feet.
From an unpredictable recruitment market to tight budgets, ever-climbing healthcare costs to increasingly ambiguous government regulations, this year has felt like one big tectonic shift. And despite all of the HR challenges you’re facing, your employees are still looking to you for clarity, support, and stability.
So, yes. You’re not imagining it. Things right now are just…different. (And not different like all of the rest of the “unprecedented 2020s,” different different).
Put simply (because HR doesn’t have time for jargon): you’re being asked to juggle more, adapt faster, and still show up as the steady heartbeat of your organization.
But let’s not just add to the gloom and doom, and instead focus on the fact that we’re all in this together, and there are indeed glimmers of hope. Even in the chaos, we can point to notable signs of progress.
The real HR problems behind the pressure
Looking for the light at the end of the tunnel doesn’t mean putting our blinders on. You’ve been stretched thin.
Data supports what you already know: HR teams are pulled in more directions than ever. For example, HR budgets tightened once again this year, while healthcare costs continue to soar.
The sticker shock of healthcare spending in 2026
Beyond the ever-present ascent of healthcare costs, we’re also seeing:
- Fewer candidates saying ‘yes’ to offers: job offer acceptance rates are as low as 56% in some regions
- An employee experience that’s lacking: Nearly 20% of employees reported dissatisfaction with their employer. That means they’re more likely to leave or disengage at work.
- Dizzying compliance and regulation changes: From evolving pay-transparency to AI security concerns to multistate employee leave rules, HR pros are struggling to keep up with shifting regulations.
As you know, this is all on top of the day-to-day pressure: endless meetings that should have been an email, context switching, you’re triaging rather than strategizing.
Here’s what we want to shout to our HR community: You are NOT alone in this. HR can feel like a siloed role, but trust us, all those silos are all weathering the same storm, across every industry.
While there’s no magic fix for next year, the point is: you don’t have to carry everything alone—and now is the time to put those extra supports in place as part of a stronger HR strategy for 2026.
Turning HR problems into progress: The quiet wins driving change
The world of HR keeps evolving at lightning speed. And while 2026 will bring new HR trends, challenges, and opportunities that call for fresh thinking, it’s also worth pausing to recognize the progress already underway. Even amid the chaos, bright spots are emerging—and we’re lucky to hear about them firsthand from our customers and partners.
And while HR’s never been one to chase the spotlight, what’s happening behind the scenes deserves one. Here are just a few of those successes worth celebrating:
You’re investing in human-centered benefits
- 93% of employers said they plan to maintain or expand their well-being offerings next year.
- 84% of employers planned to update their paid leave policies to better account for caregiver support, mental health needs, and more.
You’re focusing on inclusion
- A new study finds that when companies prioritize inclusive work practices, they have healthier workplaces and achieve greater business results.
- You’re bridging the communication gap with younger generations, focusing on how to bring new Gen Z employees into the fold.
You’re adapting to new technology
- More than 80% of HR leaders rely on AI regularly, with 83% using tools to help them work faster and smarter.
- And when it comes to AI, HR leaders are shifting from a reactive approach to a proactive one—anticipating technological changes that will improve their workflow.
These are real wins. They aren’t all glamorous—they’re incremental, and sometimes even invisible. But they’re meaningful. And as the unofficial, yet unwavering cheerleader for HR, we’re here to remind you that you’re at the forefront of helping your organization navigate industry (and societal) challenges. That’s no small feat.
And yet you still lean into a future where you’re not just firefighting, but leading thoughtfully with HR strategies that are built to last.
Recentering on wellbeing as HR overcomes challenges in 2026
Here’s the truth: you won’t serve your organization well if you’re running on empty. As we all look forward to the holiday break, now is the time to consider how you can invest in your wellbeing (both personally and for your team).
Here’s how to build patterns that stick:
For you and your HR team
- Set boundaries around which projects deserve your attention, and which can wait. Need a little help? Check out these great tips for protecting your bandwidth from HR expert Tara Nesser.
- Block off quiet hours to accomplish heads-down work. Even small chunks of uninterrupted time can make a difference.
- Recognise that “running like normal” when everything shifts around you is not sustainable. Acknowledge the changes, honor how hard you’re working, and consider micro-breaks, peer check-ins, or simply giving yourself permission to take a little time off.
- Consider leveraging tools (yes, like ALEX) that free up your time for higher-value work. The more you automate or delegate tactical tasks, the more you can focus on the strategic, human side.
For your employees
- Remember: people don’t just struggle with work demands—they struggle with clarity and belonging. Especially now, your employees want to know what their purpose is, how they’re contributing to a larger mission, and how they can achieve more flexibility between work and life. Give them those answers.
- Shift your benefits communications from “here’s your plan” to “here’s how this supports you.” Benefits exist to support your employees as a human first, and they want to know that their employer is taking care of their family’s well-being: physically, mentally and financially. Discover how benefits can materially improve the employee experience here.
- As compliance and regulations shift, lead the narrative. Instead of only reacting (“here’s a new policy”), frame it as: “here’s how these changes protect you, and here’s how this supports us as an organization.” Humanising compliance helps people engage positively rather than resist.
- Employees are likely to feel the pinch of rising health care premiums, and you may be scaling back to offset the impact on the bottom line. This is the moment to be transparent about the shared challenge and acknowledge that it’s tough for everyone. By helping employees make informed benefits choices tailored to their unique situations and reminding them of the full value of their total rewards, you can provide them with a clearer view of the bigger picture.
From reflection to action: What comes next?
HR is evolving faster than ever, and the pace isn’t letting up. And we know—it can be overwhelming to process it all at once, and figure out a path forward.
So what do you do with all of this new information? First, remind yourself that you can only take it one step at a time. Here are three bite-sized places to start:
- Audit one area of your HR strategy. Pick one process you feel is draining you or your team (too many meetings, tech clutter, benefits confusion) and commit to improving it in Q1. Incremental fixes can make a big impact on efficiency and engagement.
- Communicate your HR story. Use your own expertise and the data at your fingertips to share your “HR story” with your organization. That means reporting and metrics, yes—but even more importantly, it means telling the human side of what you’ve achieved this year. What did your team pull off? What surprised you? What are you struggling with? What do you want your leadership team to know for next year?
- Focus on what you can control. You may not control macroeconomic trends, labor laws, or budget cuts—but you can control how you show up, how you communicate, how you support people. That matters.
To the HR pro reading this: you are doing more than you may realize. The terrain is unfamiliar. The pace is fast. The ask is high. But we’re also facing a real moment of possibility. Human impact. Innovation. Connection.
Take a breath. Acknowledge the work. And then choose one small step forward. Because when you decide to show up human-first, so will your organization.
Here’s to the end of the year: may you feel seen, supported, and reenergized for what’s ahead.
