21 days ago - Nadhirah Afiqah

The Post-Pandemic Landscape: Why HR Professionals Are Struggling

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The Post-Pandemic Landscape: Why HR Professionals Are Struggling

 

In today’s rapidly evolving workplace, HR professionals are facing burnout at alarming rates. Based on the report by Workvivo, 98% of HR professionals have reported feelings of burnout. Additionally, 88% experience work-related dread, 97% cite emotional fatigue linked to their job, and 78% are considering a career change.

These troubling figures highlight a profession on the verge of crisis. This is no surprise given the multifaceted challenges they are navigating—from post-pandemic workforce shifts to intensifying talent competition and ever-changing employee expectations. As the backbone of workforce adaptability and well-being, the HR function must be supported to mitigate burnout effectively.

The pandemic redefined workplace norms, thrusting HR into the spotlight as organizations scrambled to pivot to remote work, prioritize employee well-being, and manage economic uncertainty. While some challenges have abated, new pressures have emerged:

  • Talent Shortages: ManpowerGroup’s Talent Shortage Survey highlights a growing global challenge: 77% of employers report difficulty finding skilled talent. This shortage stems from mismatched skills, demographic shifts, and the rapid pace of technological change. Despite a surge of Gen Z entering the workforce, aging demographics and retirements are creating widening skill gaps. HR must identify untapped talent pools, such as career returners, seasoned employees, and those with transferable skills while leading upskilling initiatives.

  • Diversity and Inclusion Demands: Although women have reentered the workforce in record numbers post-pandemic, they continue to be underrepresented in leadership and technology roles. HR must prioritize fostering equitable opportunities and implementing inclusive hiring practices to bridge these gaps.

  • Employee Expectations: Workers today seek flexibility, autonomy, and purpose, especially Millennials and Gen Z workers. This creates a disconnect as companies push for in-person office returns while employees demand hybrid or remote arrangements.

These demands expand HR’s scope of responsibility, contributing to heightened stress and workload.

 

Factors Driving HR Burnout

1. Emotional Labor

HR professionals are often the first responders to employee challenges, such as mental health concerns, workplace conflicts, and sensitive terminations. Managing these situations empathetically without external support can take an emotional toll.

2. High Workload and Role Expansion

As organizations adapt to new workplace norms, HR faces increased responsibilities. From managing remote work policies to spearheading diversity initiatives, their workload is often unmanageable.

3. Regulatory Changes

Staying updated on labor laws, compliance requirements, and ESG mandates adds complexity to HR’s role.

4. Lack of Control

HR often feels powerless to enact systemic changes, especially when faced with resistance from leadership. This lack of control exacerbates stress.

5. Misalignment of Values

Today’s workforce expects employers to champion social, political, and environmental causes. HR is tasked with navigating these expectations while balancing organizational priorities.

6. Scapegoating


HR is frequently the target of employee frustrations, bearing blame for layoffs, salary freezes, or perceived policy failures.

 

How Organizations Can Mitigate HR Burnouts

To safeguard the health of HR teams, organizations must adopt a proactive and people-first approach:

Redefine Leadership Support
  • Recognize HR contributions and provide public appreciation.

  • Offer open channels for HR professionals to voice concerns and discuss workload challenges.

  • Empower HR leaders with the authority to influence strategic decisions.

Promote Realistic Workload Expectations
  • Prioritize high-impact initiatives and reduce unnecessary administrative tasks through technology.

  • Ensure sufficient staffing levels in HR departments to prevent burnout caused by chronic overwork.

Invest in Skills Development
  • Provide ongoing professional development opportunities tailored to HR roles.

  • Equip HR teams with training on emerging topics such as green workforce transformation and AI integration.

  • Leverage mentorship programs to support career growth within the HR function.

Foster Workplace Flexibility
  • Allow hybrid work arrangements for HR professionals to improve work-life balance.

  • Introduce flexible scheduling to help HR staff manage personal commitments.

Enhance Mental Health Resources
  • Provide access to counseling services specifically tailored for HR professionals.

  • Offer regular well-being check-ins to address stress and emotional fatigue.

Adopt a Long-Term Talent Strategy

Emphasizes the need forsustainable approaches to managing human potential.

Organizations should:

  • Reskill HR professionals to handle emerging challenges, such as green job transitions and multi-generational management.

  • Create clear career pathways for HR roles to enhance job satisfaction and retention.

Conclusion

Addressing HR burnout isn’t just about alleviating stress—it’s about sustaining the core of an organization’s workforce strategy. By implementing meaningful support systems, realistic workloads, and growth opportunities, businesses can ensure their HR teams remain resilient, adaptable, and ready to guide the future of work.

"You need to have a long-term view of talent and a more sustainable approach to managing human potential."

Tomas Chamorro-Premuzic

ManpowerGroup’s Chief Innovation Officer

By taking these steps, organizations can empower HR professionals to not only survive but thrive in an ever-changing work environment.