role is to continually develop skills. This means adding to existing skills and identifying new ones, as well as promoting continuous learning and collaboration. The HR leader should also be adept at bridging the gap between humans and machines. The goal is to create a thriving ecosystem in which humans and machines collaborate in a positive way.HR leaders must adopt new digital platforms and practices to keep pace with the changing needs of the business. These new tools provide HR with a wealth of information to be able to better understand and communicate with employees. Simplified hiring tools additionally, HR must be able to make the right decisions when it comes to data analytics. In addition, they must ensure that their employees' privacy is maintained. Managing Change Managing change is one of the next year's top priorities for HR professionals. The rapidly changing workplace makes it vital to adapt and re-imagine HR practices. To stay ahead of the curve, organizations must embrace a human-first mindset. This new vision positions HR as the strategic partner to the business and a builder of competitive people capabilities. HR leaders must transform the role they play within an organization and work with business leaders to achieve strategic results through people. The survey also shows that 44% of HR leaders believe their organizations don't provide compelling career paths, and 36% believe their sourcing strategies are insufficient to meet the skills needs of their organization. Managing change is an important priority, but there are a number of ways to prepare for and respond to changing workplace circumstances. The main priority is to understand the current state of employee engagement and retention. Many companies are seeing employees leaving in droves. This means that HR leaders are working to develop strategies to retain staff and engage them. In fact, engagement was cited as the top priority for HR leaders in 2023, followed by manager training, learning and development, and diversity and inclusion. Organizing the HR Function to Achieve Goals of Agility, Customer Centricity, and Operational Efficiency Organizational agility is one of the top priorities for HR leaders. More than half of HR leaders are focusing on reimagining the basic structure of their organization, evolving their operating model, and building the capabilities they need for the next normal. These leaders are recognizing that HR has always played a central role in organizational resilience and driving value. By implementing changes in three key areas, HR executives can continue to connect talent to the business strategy.HR should focus on developing analytics capability and developing strategic partnerships with business units to understand employee needs. Creating semiautomated data dashboards to analyze data can help HR business partners communicate with management and ensure high returns on human capital investments. In addition, companies know that a positive employee experience directly impacts the bottom line. The best organizations work together to create a motivating experience for employees. Organizations should break down traditional hierarchies and rigid silos and intentionally instill a collaborative spirit in their workforce. When the workforce has the ability to leverage each other's collective wisdom, an organization can move faster. Additionally, organizations should foster a learning culture and recognize knowledge sharing.