Hi!

How are you? As you receive this newsletter, I am in Lisbon, finding out about everything that's new with Successfactors. And of course I will share what I can in an upcoming newsletter!

But we'll first head back to Unleash in Paris. Two days packed with meetings, demos, sessions and updates on everything HR Tech. I needed a bit of time to reflect on what I saw, but I'm ready to share my observations. Hope you enjoy them!

Unleash 2024: My HR Tech Trends Takeaways

You’ve probably seen that I attended Unleash 2024 in Paris. It’s the annual gathering of HR / Tech enthusiasts in Europe. It’s where I go to see the latest solutions, catch up with clients, meet former colleagues, and update my view on the state of the industry.

I was honored to be invited to judge the Startup Competition. And I hosted a round table to discuss the barriers to pay transparency with a group of CHROs. I left Unleash energized, and with valuable insights into the latest innovations that vendors are working on.

What I enjoy about Unleash is that the sessions take a broad view of HR. They deliver more than just updates on the latest tools and solutions; they also emphasize the strategic implications of these innovations. Several people have already given overviews of the main keynote messages on Linkedin. I’ll provide a closer look at some of the key insights on tech trends I walked away with.

1. The HR Tech Startup Ecosystem is Vibrant as Ever

The Unleash team invited me to join the judges panel of the Startup Competition. A few weeks before the event, I received a request to evaluate about 20 vendor submissions. This is the short list the Unleash team creates from the long list. (I’ve participated in that review in the past.) Vendors submit a pitch video where the founders explain the solution, show it in action and make a case for themselves (obviously!). I also reviewed their websites and looked at product demos.

It was obvious that AI technology was fundamental to many of the submissions. It was not always clear to me why founders chose Gen AI over more traditional AI approaches. And I was surprised by the number of submissions that used a form of behavioral or neurological methods, especially in light of the upcoming AI Act.

The five startups that were invited to pitch in front of the judges aligned with my personal Top 5, and I was pleased to see them in action. The jury was unanimous in naming the winner: Welliba. They stood out with their innovative approach of using cultural transformation to improve the employee experience. Congratulations to the Welliba team, and if you haven’t heard from them, take look.

2. We’re Getting Real about AI

A year ago, I developed a new keynote titled “Let’s keep work uniquely human”. It was my response to the introduction of Generative AI, which was one of the most-discussed topics at Unleash 2023. The Gen AI hype was in full swing with the technology seen as the solution to all our problems. In my keynote I focus on the message that a technology by itself is never the solution. Work is so much more than technology, especially when 80% of the workforce is deskless. Last year, we were so in awe with Gen AI, that the focus was firmly on the tech.

My keynote call to action is that organizations should be intentional about when to use people and when to use AI. And that it’s essential to identify tasks that benefit from direct human collaboration while specifying what you want AI to handle.

I am happy to report that HR solutions have come a long way. We’re past the shiny press releases to announce that “our solution is now powered by Gen AI”. Instead, vendors are starting to explain that the real value lies in the unique, specialized content powering these AI models.

Fewer booths used the word AI – a definite plus. And vendors were able to show much better how AI contributes, what role it plays, and what is on the roadmap. By developing small, specialized models for tasks like analytics, learning or employee coaching, they are creating high-impact applications that address specific HR needs.

My takeaway: As you consider AI implementations, focus on building or sourcing high-quality, domain-specific content. This shift from generic AI to specialized, content-driven AI models could be a game-changer in HR. Make sure that your vendor distinguishes traditional AI from generative AI, that they can explain the difference and how they apply each (or not). They are both valuable technologies that have their purpose and strengths and should be used appropriately.  

If you are evaluating AI, do not underestimate the critical importance of your data architecture. Without organized, flexible, and accessible data, even the most sophisticated AI solutions will fall short of their potential. And keep in mind this statement I overheard: "AI can do a lot of things, but it can never care about you."

3. The Platform Debate is Over (For Now)

The ongoing debate between single-platform versus "best-of-breed" solutions has taken an interesting turn. It’s clear that no single platform can excel in every aspect of HR, particularly as areas like payroll, learning, and talent acquisition require specialized capabilities.

But it’s also clear that switching platforms is costly and you want to avoid that as much as possible. In my conversations with clients, vendors and fellow advisors, I noticed that companies are increasingly opting for a single platform to administer their workforce. They invest in a premium solution for critical areas, while using “good enough” options for others. This allows HR teams to address specific needs without compromising flexibility. HR Suites have matured, and there’s always one that’s sufficient for your needs.

Once the basics are in place, organizations first evaluate the platform modules to support talent processes. If they are not “good enough”, a best-of-breed approach is used to select a few focused solutions that are considered critical for talent/workforce success. And because API-based integration has become the standard, managing a limited hybrid environment has become much more straightforward.

My takeaway: More organizations choose to maintain core HR functions on a unified platform, even if that does not cover all their needs. They then use one or two best-of-breed solutions for specialized needs and switch them out as needed. This approach provides flexibility, allowing teams to adapt to both strategic demands and operational needs as they evolve.

4. Skills Validation: Beyond the Resume

The shift from traditional job roles to skills-based team approaches stood out as one of the most obvious trends. However, the emphasis is now on skills proficiency rather than just tracking skills on a profile. It’s not enough that a candidate lists their personal skills, or a colleague gives feedback on an employee’s skills. You want to make sure that skill is objectively validated – even to the point of serving as the base for someone’s compensation. But there is a significant gap in tools that can validate skills effectively.

My takeaway: Moving forward, with the traditional “job” giving way to a more flexible approach, robust skills assessment frameworks are critical. Many of the current skills-matching solutions excel at identifying probable skills but lack the depth to verify proficiency. Integrating skills validation technology into talent management will allow organizations to place employees in roles where they can truly excel, making workforce planning more efficient and precise.

I saw some roadmap announcements about using validated skills as a base for compensation benchmarking and decisions: I wonder how we will be able to evaluate “equal work” if jobs are defined at such a granular level. Let’s see how that plays out.

5. A More Granular Employee Experience

The employee experience remains a top priority, but the approach is evolving. The discussions focused on the importance of “moments that matter” in an employee's journey, when focused support has the biggest impact. This was also reflected by the winner of the Startup Competition.

Specialized HR technology can make a significant difference in employees’ lives at critical moments. From mental and financial wellbeing applications to resources for employees facing workplace challenges, these tools add real value by providing employees with targeted support at key phases in their career journey.

My takeaway: The employee experience is evolving beyond engagement metrics—it’s about providing targeted support when it matters most. And maybe we should not view this as an ongoing process: I am starting to wonder if a few well-placed interventions might be most effective. HR tech that offers personalized resources for life events, mental and financial well-being, and career progression is essential for a resilient and supportive workplace.

6. Global Payroll and EoR Solutions are Taking Center Stage

If you read my blogs, you know that I am excited about recent innovations in the multi-country payroll and EoR space. I don’t see any (government) initiatives that make paying people less burdensome. That means that global workforce management remains complex, especially with cross-border employment and new ways of paying people on the rise. As more companies source talent internationally, the need for modern, compliant, streamlined pay solutions is clear. As is the need to enable more frequent pay moments.

A few years ago, we saw an explosion of EoR vendors, challenging the traditional payroll vendors. These days, EoR vendors are acquiring payroll engines and expanding into payroll services. And while they have operational experience, running an outsourced payroll is not the same as providing EoR services. It’s also refreshing to see companies take on incumbents in the belief that payroll can be innovated and improved. But while adding EoR countries is relatively straightforward, that’s not the case with adding country localizations to payroll engines. That takes time and effort and the country rollout plans that are shared with me are often too optimistic.

My takeaway: Unleash isn’t a payroll conference, but there were several payroll and EoR vendors, all showing new services and more country support. For organizations expanding globally that means you have more choice than ever before in solutions and vendors. These solutions enable smoother cross-border operations, help manage multi-currency payroll, and ensure compliance with local labor laws—all essential as companies navigate an increasingly borderless talent pool.

But at the same time: establishing a good service center, whether for payroll or EoR takes time and focus. Vet your vendors well, and especially if they put you on a newly released solution.

What was missing

Before I sign off, let me also share what I missed: the urgency for pay transparency. Only a few vendors were present. And considering that EU Pay Transparency reporting is just around the corner, I find that worrisome. In a meeting, someone suggested a cynical explanation: companies know they must pay up to bridge gaps, so they are postponing the project until the last moment. And some of them might hope that the new EU Parliament will grant an extension of the reporting deadline.

Whatever the reason, let me remind you that current EU laws also prohibit pay discrimination. And just because a company doesn’t report a gap, it does not mean they are compliant. In addition, you need special tools (that support multi-variate analysis) to determine if you have a pay gap. Your HR Suite will not provide sufficient support. We need more vendors to raise awareness for this topic and help their clients understand the urgency. 

Let’s keep work uniquely human!

The message from Unleash 2024 is clear: HR technology is at an inflection point. Success will depend not just on adopting new technologies, but on thoughtfully integrating them into human-centered workplace strategies. As we move forward, the focus must remain on enabling rather than replacing human capabilities, while leveraging technology to create more efficient, engaging, and equitable workplaces.

Every time I attend Unleash, I come away rethinking the role of HR technology in today’s workplace. But I also realize that, as impressive as these technologies are, they’re not substitutes for genuine human connections. As we look to the future, HR's role will be to integrate these tools thoughtfully, enabling a workplace that prioritizes both efficiency and human experience.

And that means HR first needs to get their house in order: that gives them credibility. Unleash provided more than enough inspiration to get you on the right track.

If you are planning your HR & payroll tech strategies for the upcoming year, I’d recommend keeping the trends I listed above in mind. And for anyone considering next year’s Unleash conference, I highly encourage attending—it’s an invaluable chance to stay ahead of the curve and connect with the best minds in HR tech.

Want to continue the conversation? Connect with me on LinkedIn or reach out directly. I'm always happy to discuss HR tech strategies and share insights from my experience in the field.

Have a great day, Anita

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