Balance the emerging trends of tomorrow with the priorities of today.
Leadership development remains the number one HR priority in 2026, but the rise of innovation to second place signals a strategic shift. HR’s focus has expanded to leading the organization through change with a human-centric approach.
To deliver on these priorities, HR must develop leaders who excel at the foundations of people leadership, re-examine and reinforce organizational values that guide strategy, and collaborate cross-functionally with key partners to drive success.
2026 marks HR’s evolution from reactive support to proactive leadership.
As organizations navigate relentless change, from AI and shifting employee expectations to economic uncertainty, HR’s priorities are evolving fast. While leadership development remains the top focus, innovation has surged to second place from tenth, signaling HR’s role in powering organizational agility and growth.
As expectations for people managers rise, many are stretched thin, especially in the human side of leadership.
Most leaders fall short in foundational areas like developing talent and managing change, limiting organizational innovation and agility. To close the gap, HR must embed continuous learning into the culture and support leaders with practical tools that integrate into daily work.
When strategy shifts, culture must keep pace. The most successful organizations align their values with their mission and strategy, especially during change. Values aren’t just words on a wall: they’re the compass guiding daily decisions.
HR must ensure values are revisited, reinforced, and reflected in how leaders make decisions to build trust and resilience through change.
In 2026, HR’s impact hinges on cross-functional collaboration. The data is clear: when HR partners effectively with key functions its influence as a strategic partner grows, elevating HR from a support function to a driver of organizational outcomes.
To expand its influence, HR must formalize its strategy and deepen cross-functional partnerships, leading the way in a rapidly changing landscape.
Innovation is no longer optional: it’s a strategic imperative. To stay competitive in an ever-changing market, organizations must distinguish meaningful shifts from background noise. Eleven emerging trends were examined to identify ones that will truly shape the HR landscape in 2026. Respondents assessed each trend’s impact and indicated whether it’s implemented, in progress, or planned within the next 12 to 18 months.
Insights, analysis, and benchmarking data from McLean & Company’s diagnostics and other data sources. Understand broader trends impacting employee engagement, new hires, and employee turnover across other organizations to inform employee lifecycle measurements and initiatives.
Plan for 2026 and beyond using McLean & Company’s proactive, future-oriented research to prepare for the unknown, plan for future skill gaps, and more.
Drive performance and future readiness through strategic upskilling.
Navigate changes in the organization's internal and external environment, capitalize on opportunities, and minimize threats.
Is a fundamental shift toward a skills-based talent sharing model using a talent marketplace platform right for your organization?
Upcoming Webinars: HR Trends Report 2026: Leading Through Change: Human-Centric and Future Ready (January 8; January 22).
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