We recently had the privilege of bringing together HR leaders in New York City, representing organizations that collectively employ more than 500,000 people. This candid conversation about what’s ahead in 2026 looked squarely at what’s top of mind for today’s senior HR leaders and, in particular, the pressures shaping the year ahead for organizational and HR leadership.
Several key themes emerged from our conversation that will define the CHRO agenda in 2026 and beyond:
1. AI is fundamentally a people and leadership issue.
Across industries, CHROs are aligned that AI transformation is not primarily about tools or technology. It is about capabilities, behavior change and the speed at which organizations can reskill.
Participants emphasized three realities:
- AI adoption requires a shift in mindset, not just technical upskilling.
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The next two to five years will reshape roles, workflows and leadership expectations faster than most organizations are structurally prepared for.
- CHROs must help their organizations experiment, learn and adapt in real time, while ensuring their workforces have the psychological readiness to embrace continuous reinvention.
The strategic question is no longer “What can AI do?” but rather, “How quickly can our people and culture evolve alongside it?”
2. Emotional and physical wellbeing and security are critical.
Employee wellbeing has shifted from an HR initiative to an enterprise resilience imperative. Leaders described workforces carrying significant mental and emotional fatigue, often compounded by external crises and new types of workplace risk.