The world of Human Resources finds itself at the intersection of artificial intelligence, shifting geopolitics, and a rapidly evolving workforce. This convergence has not only made the role of HR more complex but also more vital than ever. In this changing world of work, the question arises: what competencies must HR professionals develop to survive and thrive?

To explore this, People Matters TechHR Singapore hosted a panel discussion featuring leading industry voices—Toi Chia Tan, Chief of People, Organisation and Communications at StarHub; Jolene Huang, Chief Talent Officer (Singapore & SE Asia) at Publicis Group; and Puneet Swani, Partner and Head of Talent Solutions, Asia Pacific at Aon.

Moderated by Sergio Salvador, Partner, People Consulting at EY, the session titled “HR for HR: Mapping Skills, Competencies & Behaviours for High-Impact HR” delved beyond the current AI buzz. “AI is the elephant in the room, but it's not the only thing affecting the HR landscape. Geopolitics, macroeconomics, and technological evolution all play significant roles,” Salvador shared.

Curiosity: Fuel for growth in the new world of work

When asked about the most crucial skill for HR professionals today, Jolene Huang was quick to respond—curiosity. She explained that modern HR leaders must have an innate desire to learn, whether it concerns new tools, business nuances, or stakeholder needs.

“Curiosity drives continuous growth,” Huang emphasised. She also illustrated this point with a practical example: “We launched an AI challenge across our HR teams. The goal was to identify a tool that improved efficiency, experiment with it, and present the results to leadership at year-end.” At Publicis, fostering curiosity is embedded in everyday practices through low-risk, engaging experimentation.

Agility: Keeping pace with constant change

Building on Huang’s points, Puneet Swani highlighted that agility as non-negotiable.

“Change is happening every day—new technologies, new ways of working,” he remarked. “What worked six months ago might not work six months from now. We need to be continuously adapting.”

Swani also addressed a pressing question: could AI eventually replace HR roles?

“AI will automate technical aspects,” he acknowledged, “but you still need people to interpret the data, make decisions, and communicate with leadership. That’s where soft skills like influence and interpretation become even more critical.”

Context: No one solution can solve all problems

Toi Chia Tan shifted the focus to another often-overlooked skill: understanding context.

“Every organisation’s situation is unique—its people, its problems, its environment,” Tan noted. “You can’t apply cookie-cutter solutions. You need to understand the context before deciding how to act.”

He shared a candid account of joining StarHub, recalling how a senior leader asked which tools he planned to implement. “I told them honestly: I don’t know yet. Not every tool works everywhere. First, I need to learn your business, understand your challenges, and then determine the right approach.”

AI, data, and HR’s evolving leadership role

The conversation naturally gravitated towards artificial intelligence and data privacy. The panellists discussed how AI is increasingly integrated into both personal and professional spheres, particularly through approachable tools like ChatGPT. They underscored that fostering a culture of curiosity and continuous learning encourages employees to explore new technologies without fear. The unanimous sentiment was clear: AI is an enabler, not a threat. While technical skills may shift, human capabilities such as communication, critical thinking, and ethical decision-making remain irreplaceable.

This discussion segued into the matter of data privacy—particularly crucial in HR, where sensitive employee information is managed daily. The panellists emphasised the importance of anonymising data to draw meaningful insights without compromising confidentiality. While technology was acknowledged as a tool to reduce human error, it was made clear that ethical decision-making remains firmly in human hands. Responsibility ultimately rests with those interpreting and acting upon the data, regardless of the technology used.

These evolving dynamics were recognised as reaffirming HR’s pivotal place at the leadership table. It was unanimously agreed that the pandemic had highlighted HR’s indispensability. In the post-pandemic world, HR’s seat is no longer questioned—CEOs now view CHROs as key advisors. As the panellists noted, no business strategy succeeds without the right people and skills. HR professionals were urged to stop viewing themselves as distinct from business leaders.

What lies ahead

Before concluding, each panellist shared their insights on the essential skills HR professionals must cultivate to navigate the future. Jolene Huang emphasised resilience, noting that managing people—ever-evolving and diverse—requires both strength and curiosity. Puneet Swani encouraged leaders to shift focus from job titles to the unique blend of skills each individual offers, describing this mindset as key to future-proofing organisations. Toi Chia Tan stressed HR’s unique vantage point, advocating for internal mobility and role rotation to broaden skills and strengthen leadership potential. Wrapping up the session, Sergio Salvador reminded attendees that impactful change need not begin with grand gestures; starting small, testing ideas, and iterating over time often yields the most sustainable results.

In an era increasingly dominated by AI and automation, the message was clear—soft skills aren’t being replaced; if anything, they’re more vital than ever.