The HR+ project set out with a clear goal: to better understand how the role of Human Resources (HR) managers is changing in response to major transformations across Europe. At the heart of this evolution are the so-called “twin transitions” — digital and green — but also broader trends such as skill shortages, demographic shifts, and changing expectations around work and well-being.
To explore these changes, HR+ launched a transnational research effort involving several European countries: Italy, Portugal, Spain, Hungary, France, and Belgium. The aim was to build a shared knowledge base that could inform the development of future project activities, particularly the design of pilot training programmes that respond to the emerging needs of HR professionals. Two key questions guided the research: how is the HR profession defined and codified across different national and regional contexts, and what skills are considered essential at both national and European levels? Secondly, how are today’s labour market transformations impacting HR professionals, and what new competencies will they need to thrive in the years to come?
To answer these questions, the project combined desk research with fieldwork. The desk research focused on official sources and professional frameworks, mapping how HR roles and skills are currently described across different countries. This phase helped identify important gaps and trends in how the profession is recognised and valued. The field research brought us even closer to the realities of today’s HR work. We conducted a survey involving 250 HR professionals in four countries (Italy, Portugal, Spain, and Hungary), and complemented this with focus groups and interviews that offered rich qualitative insights. These conversations allowed us to explore the everyday challenges that HR managers are facing as they navigate hybrid work models, generational diversity, and the growing pressure to attract and retain talent. We also looked at case studies from organisations that are already experimenting with innovative HR practices related to gender equality, sustainability, and employee well-being.
Several important findings emerged from this research. First, the role of HR is clearly shifting from an administrative function to a strategic one. No longer limited to managing internal processes, HR professionals are increasingly seen as key drivers of innovation and sustainability within organisations. This strategic repositioning reflects broader changes in the world of work and calls for a more future-oriented mindset.
At the same time, HR managers are being asked to adapt to increasingly complex workforce dynamics. Hybrid work, multi-generational teams — sometimes involving up to five generations in the same workplace — and shifting work-life expectations all require new ways of thinking about leadership, motivation, and organisational culture. Talent attraction and retention have become central challenges, as has the ability to ensure employee well-being in a rapidly changing environment.
Digital technologies also play a major role in this transformation. While automation and digital tools are essential to improving HR processes, professionals must find ways to integrate these technologies without losing sight of the human side of work. In this sense, balancing innovation with empathy will be one of the most important skills for the future of HR.
Another key takeaway concerns the concept of diversity. Many organisations already have policies in place to promote inclusion, but today’s workplace complexity goes beyond demographic factors. HR managers now have to navigate differences in values, expectations, and work styles — a challenge that requires moving from diversity management to what we might call “complexity management”. This means adopting more holistic and dynamic approaches that can adapt to a wide range of individual and collective needs.
In conclusion, the HR+ transnational research confirms that the role of the HR manager is undergoing a profound transformation. From process administrators to strategic change agents, HR professionals are increasingly called upon to tackle the challenges of digitalisation, sustainability, and social complexity. The insights gathered through this research will serve as a foundation for the next steps of the HR+ project, particularly the development of training paths that equip HR professionals with the tools and vision needed to lead change across Europe.