The role of HR is changing. From a historically operational area, focused on processes, payroll and basic recruitment, it is now expected to be the strategic engine of companies, driving business transformation and taking on a leading role.

This change is not just an internal HR issue - CEOs from different sectors have already realized that the talent shortage is not a one-off recruitment challenge, but a critical factor for the growth and sustainability of companies. The data proves this urgency: in 2024, 74% of companies faced difficulties filling positions - one of the highest rates ever recorded. In Brazil, this figure rises to 81%, placing the country among the six worst in the world for this indicator.

The impact of talent shortages is real and measurable. Lightcast pointed out that 33% of the companies surveyed have lost money in the last 12 months due to a shortage of qualified professionals, while 60% consider this factor to be the main barrier to growth. Among CEOs, 72% already place talent management as a strategic priority.

In addition, a PwC report on CEOs' vision for 2024 highlighted three major concerns:

• CEOs are being forced to reallocate resources more frequently.
• The level of confidence in future revenue growth fell.
• The lack of competence in the workforce is the second biggest factor impacting the creation and capture of value within companies.

Gartner, for its part, points out that 83% of HR leaders say they have difficulty finding professionals with the necessary skills, and 57% say that this shortage is directly affecting corporate performance.

Faced with this scenario, CEOs want more than an HR department that manages payroll and conducts selection processes. They expect HR to automate processes to increase efficiency and direct its efforts towards what really matters: strategic impact.

The Business Partner, for example, can no longer be just a distant advisory support. They need to act as a real "consultant", involved in the day-to-day running of the business areas, helping leaders to hit targets and ensuring that teams have the right skills to face the challenges of the market.

Work management: a survival factor

The way companies organize their teams is no longer just a question of financial efficiency. It is a fundamental strategic decision to ensure competitiveness. The traditional fixed hiring model no longer meets the speed and complexity of today's market.

One solution increasingly adopted by business leaders is hiring professionals on demand. This model allows quick access to experienced professionals, without the need to permanently expand structures, reducing costs and speeding up the execution of strategic planning.

If the talent shortage used to be an HR problem, it has now become a challenge that directly impacts CEOs and the viability of their businesses. The future of work demands flexibility, strategy and an innovative vision of talent management. HR that understands this new reality and acts proactively will play a key role in building the companies of the future.

Have you ever thought that your area could be the protagonist of the future of organizations? 

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