Updated as of 5 July 2025

How will empathy and innovation coexist in HR in the future? As workplaces change, human resources is about people, not just policies. Nonetheless, employee engagement is declining: according to Gallup, it fell by 21% globally in 2024, indicating a widening gap between businesses and their workforce. HR executives are responding by reconsidering everything, from agile techniques and AI to well-being and DEI. How can businesses adjust while maintaining their humanity? We sought opinions from thought leaders on the innovations that they use to humanize their HR practices—with people at its core. Here’s what they say.

Tech Tools Enable HR to Spot Problems Early

Innovative tools like AI-based employee feedback systems and quick surveys are helping HR become more caring by giving immediate insights into how employees are feeling and how engaged they are. These technologies enable HR teams to spot problems early and take action before they get worse, leading to a more supportive work environment. At the same time, it’s important to use these tools alongside genuine human interaction, not as a replacement. For example, after collecting data, HR can have one-on-one conversations to better understand individual experiences and offer personalized help. Virtual teamwork platforms also support open communication, especially for remote or hybrid workers, but building trust still depends on real, honest interactions. By combining data with attentive listening and kindness, HR can foster a workplace where employees feel recognized, understood, and appreciated. This way, technology supports empathy rather than replacing it, making the workplace more caring and humane.

Matthew Ramirez, Founder, Rephrasely

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Automated Tools Free Time for Human-Centered Leadership

One innovation that’s really changed the way I approach HR in my business is the use of automated scheduling and job tracking tools. As someone who’s run Ozzie Mowing & Gardening for years, I’ve found that managing a small team can easily become overwhelming when you’re trying to handle every moving part manually. Now, using software to track jobs, manage rosters, and communicate instantly with the team has allowed me to spend more time actually checking in with my crew personally. It means I’m not buried in admin when I should be listening to what’s going on with the people who help make this business work. It’s not about replacing human interaction with tech, it’s about freeing up time so I can lead with empathy instead of stress.

A great example of this is when one of my staff members was quietly struggling with burnout. The system flagged a pattern in shift swaps and missed days, which gave me the insight I needed to sit down with him properly. Because of my background in both hands-on gardening work and formal horticultural training, I understand how physically and mentally demanding this work can be. We made some changes to his schedule, brought in support for big jobs, and he’s still with us and thriving. Without the tech giving me space and awareness, and without my years in the field to recognise the signs and act on them the right way, I might’ve lost a good worker. It proved to me that the best HR tool is still listening and acting with care, but the right tech gives you the chance to do that properly.

Andrew Osborne, Owner, Ozzie Mowing & Gardening

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Technology Amplifies Humanity in Modern HR Practices

In today’s evolving workplace, the most powerful innovations in HR aren’t just about automation—they’re about amplification: using technology to elevate the human experience rather than replace it. The shift toward more humane HR practices is being fueled by tools that promote inclusivity, mental well-being, transparent communication, and personalized support. From AI-driven applicant tracking systems that minimize bias to platforms that offer real-time feedback, wellness check-ins, and tailored learning paths, we’re witnessing a transformation in how companies engage, understand, and support their people.

One of the most meaningful innovations is the rise of people analytics with a human lens. Tools that were once used strictly for performance metrics are now being repurposed to understand burnout signals, engagement trends, and DEI progress. For example, sentiment analysis embedded in pulse surveys can reveal when teams are quietly struggling, allowing HR to intervene supportively rather than reactively. Likewise, mental health platforms like Calm for Business, Modern Health, or Lyra offer scalable support while preserving privacy, making emotional well-being a proactive focus rather than a fringe benefit.

Balancing tech with empathy, however, requires intentionality. At Mindful Career, we coach professionals to remember that while dashboards can alert us to disengagement, it takes a conversation to understand why. While AI can suggest development courses, only a human can coach someone through a career crossroads. The most humane HR departments integrate tech as a first step, not the final solution—using automation to free up time so leaders can focus on what can’t be automated: listening, mentoring, and building trust.

One piece of advice for leaders is to frame every tech implementation through the question: How does this help someone feel seen, heard, or supported? That lens ensures innovation never outpaces humanity. The future of HR isn’t tech-driven or empathy-driven—it’s both. When we use the right tools with the right intent, we create workplaces that are not just efficient but truly human-centered.

Miriam Groom, CEO, Mindful Career inc., Mindful Career Coaching

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Recovery Center Uses Tech to Prevent Staff Burnout

In our line of work, HR isn’t just about hiring and benefits—it’s about protecting people’s well-being. Our staff shows up every day to care for others in crisis. That kind of emotional labor takes a toll. So when we talk about making HR more humane at Ridgeline Recovery, we’re not chasing tech for tech’s sake—we’re looking for tools that protect our people.

One of the most effective innovations we’ve used is an anonymous pulse-check platform that integrates into Slack. Every week, our team gets one short check-in—something like “How’s your stress level today?”—and they can respond anonymously. It takes less than 30 seconds, but it gives leadership a read on what’s going on under the surface before burnout or conflict explodes. It’s not perfect, but it’s a hell of a lot better than waiting for someone to hit a breaking point.

We also ditched the old-school performance review model. Instead, we use a continuous feedback system—short, focused one-on-ones every two weeks, logged through a simple app, with space for clinical supervision. The tech keeps us accountable. But the conversations? They’re human. They’re messy. And that’s the point.

Here’s the balance: if tech helps us see people earlier, catch issues sooner, and create space for real conversations, we’ll use it. If it makes us robotic, performative, or transactional—we cut it.

At the end of the day, our culture isn’t built on software. It’s built on safety, clarity, and mutual respect. The right tools just help us uphold that—especially when the work gets heavy.

Andy Danec, Owner, Ridgeline Recovery LLC

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AI Analysis Pairs With Human Conversations

One of the most impactful innovations we’ve adopted in HR is AI-assisted feedback analysis combined with human-led reflection sessions. Here’s how it works: we use tools like OpenAI and sentiment analysis APIs to sift through anonymous employee feedback, pulse surveys, and exit interviews. The AI helps identify patterns we might miss — like recurring phrases around burnout, lack of recognition, or even subtle morale dips in specific departments.

But we don’t stop at data. Instead of letting a dashboard dictate action, we pair insights with small-group discussions facilitated by a real person. For instance, if AI surfaces a theme like “feeling undervalued,” a manager hosts a conversation—not a presentation—asking, “How can we show appreciation better, day-to-day?” That balance keeps things human.

The goal isn’t to replace emotional intelligence with tech but to amplify the signals empathy would catch if we had unlimited time and ears. It’s made our HR more proactive, not reactive. And employees feel heard before things go sideways.

Eugene Leow Zhao Wei, Director, Marketing Agency Singapore

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Driver Retention Soars Through Human-First HR Approach

After one of my drivers broke down crying after a ride, I realized we needed more than GPS and scheduling software, we needed a human system for humans. At RentMexicoCity.com, we created our HR practices with emotional intelligence first, technology second. We use WhatsApp automations to save time scheduling shifts—with the knowledge that every driver has access to at least one monthly voice check in—not a chatbot. I listen to their stories. One driver told me how his child had no access to education materials, and we stepped in quietly to pay for the cost—no system flagged that—as a matter of being human.

At the moment, we are piloting an AI driven mood tracker that is integrated into our driver scheduling app, and when we see risk signs of burnout from passively collected data (for instance, swap outs and lateness) that flag as tangible problems, we can facilitate a real dialogue before it escalates. I have an entrepreneurial technology background, so the allure of being in orbit of smart tools is appealing to me—but with HR, we have tools as long as they establish a connection and not replace it.

What is the ROI? An 85% driver retention in a field with notoriously high driver turnover. That is not luck. That is the differentiation between human intelligence and artificial intelligence. It is the difference between being human being, or being a human doing.

Martin Weidemann, Owner, RentMexicoCity.com

About Humane HR Perspectives

Our round-up series “Humane HR Perspectives” examines the fundamentals of humanising human resources (HR) from the perspectives of top authorities within and relevant to the industry. Q&A sessions with founders, CEOs, HR professionals, business leaders, and other significant players who are influencing the direction of HR are included in every edition.

Throughout the employee life cycle, we address a wide range of subjects in this series, including recruitment and selection, onboarding, training and development, performance management, employee engagement, pay and benefits, and more. We also go over important topics like compliance, change management in the workplace, morale and welfare, workplace communications, and diversity and inclusion.

The “Humane HR Perspectives” series offers insightful advice and practical examples to help develop a more encouraging, productive, and successful workplace—whether you’re an HR professional, a business leader, or just someone who is enthusiastic about creating a great work environment. Join us as we explore the approaches, difficulties, and triumphs that characterise HR humanisation and acquire unique access to the knowledge and experiences of individuals spearheading the movement.

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