As organizations move toward 2026, one reality becomes unmistakable: the world of work is changing faster than ever, and HR is expected to lead the way. The rise of artificial intelligence, the demand for flexibility, the increasing value placed on diversity, and the centrality of well-being are reshaping how companies think about people. These aren’t abstract trends; they are forces redefining competitiveness.
Ignoring them is no longer an option. It directly impacts a company’s ability to attract talent, keep people engaged, and maintain productivity.
And amid this global transformation, one truth becomes clearer than ever: the employee experience cannot remain fragmented. Disconnection is especially visible among the 80% of the global workforce without a desk, according to the World Economic Forum; frontline workers in retail, logistics, manufacturing, and field operations who have historically been left outside the digital conversation.
This is why the first major trend shaping 2026 is:
1) The mobile-first imperative to reach the disconnected 80%.
If the employee experience isn’t accessible from a worker’s phone, it effectively doesn’t exist. As hybrid and frontline work expand, platforms must unify communication, training, and HR processes without friction. Humand was built precisely to close that gap, bringing communication, learning, and workflows together in one simple, multilingual mobile app.
Flexible work further reinforces this shift. McKinsey reports that 90% of employees who can work hybrid want to keep at least some flexibility, and in operational sectors, “shift flexibility” is becoming a competitive benefit. A mobile-first experience is the only way to bring equity and access to all work models.
2) ROI pressure and the definitive shift toward People Analytics.
From the boardroom, expectations have also evolved. CEOs and CFOs want evidence, not intuition.
According to Gartner, CFOs now prioritize clear ROI metrics in people projects, connecting engagement directly to productivity and cost efficiency. Deloitte’s Human Capital Trends report shows 71% of CEOs expect HR to lead cultural and digital transformation.
Yet there’s a perception gap: PwC reports that less than 30% of HR leaders feel prepared to demonstrate direct business impact.
This shift isn’t optional. HR must speak the language of the business: translating climate and turnover data into financial indicators. That’s why 2026 will be the year HR relies more heavily on People Analytics. Humand consolidates experience metrics like adoption, engagement, climate, and onboarding time, into one place, enabling decisions grounded in evidence.
3) AI as HR’s operational copilot.
Artificial intelligence is becoming foundational to the employee experience. Gartner’s 2024 research indicates that 81% of HR leaders already use or plan to use generative AI in recruitment, training, and internal communication.
This is no longer about futurism; it’s about immediate operational efficiency. AI eliminates repetitive work, like tickets, forms, FAQs, so HR teams can invest their time in what truly moves the needle: culture, leadership, and strategic engagement.
Humand integrates AI to automate workflows, personalize communication, and support employees instantly and at scale.
4) Well-being as a regulatory and ESG priority.
Technology isn’t just enabling efficiency. It’s becoming essential for compliance. Well-being is now a regulatory and reputational risk, shaped by standards like the expanding requirements of the ESG “Social” pillar.
The numbers deepen the urgency: the WHO estimates that depression and anxiety cost US $1 trillion per year in lost productivity.
Annual surveys are no longer enough. Organizations need continuous visibility: pulse surveys, early-warning signals, and strong documentation of psychosocial risks. Humand provides the infrastructure for consistent, centralized monitoring of climate and well-being.
5) The retention battle: reinventing onboarding and recognition.
In a market where attracting talent is difficult and replacing it is even more expensive, early-stage employee experience is decisive. Studies such as those from Aberdeen Group show that companies that invest in digital onboarding and online training can reduce onboarding time by around 30%, while continuous recognition strengthens culture and belonging, even in distributed teams.
Humand automates onboarding journeys and recognition programs, making them consistent, measurable, and scalable.
The broader context: listening to leadership and employees
Planning for 2026 also requires listening deeply to executives, to managers, and to employees on the ground.
- CEOs want HR to lead transformation.
- CFOs demand measurable business impact.
- Employees want development, clarity, and flexibility.
- Frontline teams want accessibility and inclusion.
Gathering feedback through leader interviews, focus groups, and digital channels ensures the plan reflects real needs, not assumptions. And when repeated pain points become projects, such as automating approvals, improving communication, or offering learning pathways, engagement and credibility increase.
Feedback is not a formality; it is input for action.
The bottom line
Everything points to one direction: 2026 will be the year HR leaves behind isolated, manual processes and embraces an integrated, mobile-first, AI-enabled, data-driven employee experience.
And in this context, Humand stands as the platform that connects the entire organization, desk or no desk, and transforms people management into a true engine of productivity, well-being, and retention.
