The HRBP in 2025: What’s In? What’s Out?

The HRBP in 2025: What’s In? What’s Out?

What will your job look like in 2025? How confident would you be in your answer? These are the questions Gartner has been asking in our ongoing series of briefings with hundreds of HR business partners, HR generalists, and other strategic HR professionals.

This particular group’s answer to this question is a matter of particular concern for their organizations. HRBPs and HR generalists make up the largest portion of today’s HR functions: about 25 percent of HR headcount and 19 percent of HR budget expenditure, according to Gartner’s HR Budget and Staffing Benchmarking Survey. Accordingly, the work these professionals do has a large impact on the global HR community.

At one of our recent briefings in Chicago, HRBPs discussed the new responsibilities they expect to take on in their jobs in the coming decade, as well as the tasks they are looking forward to setting aside or delegating.

What’s In?

Much of the new work HR professionals are anticipating mirrors the environment in which they will work (and in many cases, are already working):

  • Doing more with data. HRBPs already feel growing expectations around their data skills and all expect that trend to continue. The ability to use data effectively, participants predicted, will also increasingly depend on fluency with HR technology and information systems, making the already difficult task of analyzing and telling stories with data more complex. For example, one HRBP from the retail industry shared that employee sentiment analysis and mood tracking was one particular area where she was already being asked to do more. Instead of relying on the formal employee survey, HRBPs will be asked to spot trends in employee email histories, health data, technology use tracking, and other data sets to identify workforce issues and opportunities.
  • Being predictive, not just proactive. The HRBP role originally emerged as part of the HR function’s transformation from being reactive to being proactive. The next evolution of HR is to become predictive. Being proactive meant trying to anticipate events and align their work accordingly; being predictive, participants said, means not only anticipating potential outcomes, but also being able to judge which outcomes are most and least likely to occur. In other words, being predictive blends anticipation and prioritization in a way that proactivity alone does not. Many of our attendees indicated that they were enthusiastic about this change, especially in combination with their growing strategic role.

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