From Transactional to Transformational: The Evolution of Systemic HR with Josh Bersin
Explore how AI and systemic HR are revolutionizing the HR function, with insights from Josh Bersin on the latest episode of the Redefining Work podcast.
Welcome to the Season 12 premiere episode of the LinkedIn Presents: Redefining Work podcast, where we dive deep into the evolving landscape of HR, business, and technology.
It’s an exciting time to kick off the 12th season, and I couldn’t think of a better way to start than by welcoming my friend and HR industry titan, Josh Bersin, back to the show.
Josh has been on the podcast a few times, and each conversation with him brings fresh perspectives and invaluable insights that challenge the status quo of HR.
In this episode, we delved into the state of HR today, the disruptive potential of AI, and the transformative concept of systemic HR. If you’re in HR, talent management, or business leadership, this conversation is packed with takeaways you won’t want to miss.
The State of HR: A Strategic Shift
To set the stage, Josh painted a vivid picture of the current HR landscape. With labor shortages, the multi-generational workforce, and the rapid pace of business disruption, HR has moved from an administrative role to a critical business function.
The days of HR being the compliance department are long gone.
Today, HR is at the heart of business strategy, and it’s essential for growth.
Josh made a compelling case for why HR professionals need to upskill and redefine their roles. He highlighted the importance of HR as a strategic partner in business, emphasizing, “We have to run companies in a way that we assume talent is scarce, and skills are critical.”
This shift requires HR to operate in a consultative, strategic manner, focusing on productivity, individual growth, team alignment, and organizational design rather than merely filling positions.
Systemic HR: From Service Delivery to Problem Solving
One of the most significant concepts we discussed was systemic HR, a model Josh introduced to rethink how HR functions within an organization.
Traditional HR often operates in silos, focused on service delivery metrics like time to hire or cost to hire. But in a world where talent is scarce and business challenges are increasingly complex, this approach falls short.
“Systemic HR is about viewing the HR function as a consulting organization that solves business problems holistically rather than delivering isolated services.”
This model encourages HR teams to work cross-functionally, addressing issues not just within their silos but in the broader business context.
Take, for example, a recruiting problem. In the systemic HR model, this might not just be about attracting candidates; it could involve employer branding, internal skills mapping, or even reevaluating compensation structures.
As Josh pointed out, the key is to “fall in love with the problem, not the solution.” This means continuously adapting and refining HR strategies to meet the evolving needs of the business.
AI in HR: A Game Changer or a Threat?
We couldn’t talk about the future of HR without addressing the elephant in the room: AI.
Josh and I agreed that AI is the most disruptive force we’ve seen since the advent of the internet. But unlike traditional software, AI’s power lies in data.
“AI is not about the tool; it’s about the data. If you don’t have good data, the AI isn’t going to behave well.”
This has profound implications for HR. AI can be a powerful tool for improving productivity, enhancing decision-making, and even transforming HR roles. However, it also demands a new level of data literacy within HR teams.
The ability to manage, analyze, and leverage data effectively will be critical for HR professionals as AI becomes more embedded in business processes.
We also touched on Josh’s latest venture, Galileo, an AI tool designed to provide HR professionals with deep, research-backed insights tailored to specific business challenges.
Unlike general-purpose AI tools, Galileo draws on Josh’s decades of research and data, offering precise, actionable advice that’s immediately relevant to HR practitioners.
The Future of HR: What’s Next?
As we look to the future, it’s clear that HR is at a crossroads.
New technologies, shifting workforce demographics, and changing business needs are upending traditional models. But with these challenges come incredible opportunities.
Josh left us with a powerful takeaway on the importance of continuos learning and self-development in HR:
“Every minute you spend developing yourself is going to pay off multiple times in your current role and in your future career.”
Whether it’s mastering AI, embracing systemic HR, or simply staying ahead of industry trends, the key to thriving in this new era is continuous learning and adaptability.
As we continue to navigate this rapidly evolving landscape, the insights from leaders like Josh Bersin will be invaluable.
I’m excited to see how these ideas will shape the future of HR and business in the years to come.
TL;DR - Key Takeaways:
HR as a Strategic Partner: HR is no longer just a support function; it’s central to business strategy.
Systemic HR: Move beyond service delivery to a model that solves complex business problems.
AI’s Impact: Understanding and leveraging AI is crucial for the future of HR.
Continuous Learning: The rapid pace of change demands that HR professionals continually upskill and adapt.