To be successful, human resources professionals have to be on top of their game. Understanding the responsibilities of their job is crucial to this profession's effectiveness. Similar to other fields, however, HR is constantly changing. This evolution can be challenging for these leaders, as it requires them to adapt to new obligations quickly.
Triton Benefits and HR Solutions breaks down three ways the industry is progressing:

1. Becoming a new member of the team
In the past, it was common for HR professionals to be on the outside looking in. Not a part of the employee group and also not a member of upper management, these leaders found themselves as a separate entity. While part of the job is to act as a liaison between these two parties, HR workers can't lead if they don't have a place to fit, according to Entrepreneur. As a result, the field itself got a bit of a facelift.
The industry introduced alternate titles for HR leaders, including "chief people officer" or "mood coordinator." This alteration enabled these employees to return their focus to the development of a strong company culture and improving overall workplace satisfaction. The change gives HR professionals the ability to influence change from the inside out – as a member of the team they're attempting to lead.
"HR professionals should act as an employee proponent."
2. The need for an employee proponent
It's always been the goal of HR professionals to be on the employee's side. Yet, workers didn't always feel this was true. Instead, people often believed the function of the department itself was to assist management. In today's day and age, it's vital for HR leaders to showcase their ability to be an advocate for employees.
Acting as somewhat of a sponsor, or proponent, of the workers themselves will help HR leaders build a motivated work environment and a stronger sense of employee ownership of the company itself, according to The Balance. In their role as a people coordinator, these professionals can work with workers to set goals, develop improved forms of communication and exchange ideas assist in both workplace and employee development. Furthermore, HR leaders can share these sentiments and concepts with upper management for a more supported implementation process.
3. Implementation of more advanced software
As the role of HR evolves, so does the technological tools the field has access to. Digital software will continue to alter the way these professionals manage their roles, responsibilities and relationships with employees.
Due to these progressive solutions, HR leaders will to not only test but introduce the systems that best benefit their workplace. Outdated software will be replaced as people coordinators find technology that offers advantages to employees at all levels of the company. From updated time and attendance tools to interactive healthcare resources to improved talent and performance management platforms, the options are endless, according to Forbes. And with 64 percent of American adults now owning a smartphone, according to the Pew Research Center, mobile applications for these purposes are becoming even more relevant and popular for businesses to utilize. HR leaders will act as the champion for these types of technology, showing employees and management alike the advantages the organization can gain from the software.
The role of human resources is ever changing. The focus right now is to ensure these leaders are integrated into various departments of the business, act as an advocate for employees and implement beneficial technological platform. Yet, that concentration will continue to evolve over the years. Human resources leaders should be cognizant of how their roles and responsibilities progress and mature over the course of their career.