As artificial intelligence reshapes the workplace and puts increased pressure on organizations to operate more efficiently, HR leaders are rethinking the capabilities their teams need to succeed. What’s new on LinkedIn? rising skills Our report for HR professionals provides a snapshot of that transformation, highlighting the 10 fastest-growing skills HR professionals are developing to stay competitive and strategic in today’s evolving world of work.
The rankings are based on year-over-year growth in skills acquisition and hiring success rates for LinkedIn users from 2024 to 2025, highlighting a profession that balances technical fluency with human-centered leadership. While AI-related expertise continues to proliferate across industries, the report also notes the enduring importance of communication, culture, and change management.
Employment law and compliance topped the list, reflecting employers’ growing concerns about legal risks, workplace investigations, and evolving regulations.
“We’re hearing from employers that they want their HR professionals to be knowledgeable about labor law and employee relations issues,” says Laura Mazzullo, founder and CEO of East Side Staffing, a New York City-based recruiting firm focused on recruiting HR professionals. “It seems to be more important than it was five or 10 years ago. It reduces costs by not having to use outside counsel.”
Mazzullo added that concerns about AI adoption may be driving an increased emphasis on legal and compliance expertise. Employers increasingly expect HR professionals to understand both compliance requirements and the operational aspects of AI-enabled work technology, he said.
Human resources at the core of AI literacy
AI literacy ranks second on LinkedIn’s list of HR skills, followed by operational efficiency, data analytics, and end-to-end recruiting.
Teuila Hanson, chief human resources officer at LinkedIn, said the prominence of AI literacy reflects a fundamental shift in the way HR work is done.
“AI literacy is now a core HR skill,” says Hanson. “Not surprisingly, this tells us everything about where we are: If we are using AI to vet candidates or support our employees, we need to understand how to create prompts that amplify our humanity, rather than replace it.”
A wide range of LinkedIn rising skills In the list across all professions, AI engineering and implementation ranked first, and AI business strategy ranked third. However, soft skills continue to have significant value. Management and shareholder communication ranked fourth overall, and leadership and people management skills ranked sixth.
For HR leaders, the findings suggest that the future of the profession lies in blending technical capabilities and strategic influence.
Ranking fourth on LinkedIn’s list of HR skills, operational efficiency also reflects the increasing pressure on HR teams to do more with less. Employers are increasingly seeking HR professionals who can streamline workflows, leverage HR technology, and use analytics to improve business outcomes.
“This is a big trend,” Mazzullo said. “Investing in the right HR technology allows HR to focus on more proactive, strategic and positive work.”
Importantly, operational efficiency is not just about mastering a particular platform. “This may be a matter of mindset,” Mazzullo said. “You don’t necessarily have to be a Workday expert, but you’re good at streamlining projects and making them more efficient.”
The growing importance of data analytics further highlights the evolution of HR functions into more metrics-driven functions. Organizations are relying more than ever on employee data to make decisions about retention, hiring, productivity, and engagement.
At the same time, traditional talent acquisition skills are being redefined. End-to-end recruiting ranks sixth on the list, indicating that recruiters are expected to play a more strategic role as AI automates sourcing and screening tasks.
“Employers are starting to realize that being a recruiter is about more than handing out resumes,” Mazzullo says. “If technology is to help with sourcing and selection, recruiters will need to pivot to strategic work – planning and defining the scope of roles.”
This change is likely to require significant upskilling for many recruiters. “If you expect your in-house TA professionals to become strategic advisors, you need to properly level them up,” she said.
The report highlights the growing importance of collaboration and organizational leadership in an increasingly decentralized workplace. Cross-functional collaboration ranked eighth, reflecting employer demand for HR leaders who can bridge communication gaps across departments and locations.
Organizational change management and culture development are in the top 10, highlighting the expanding role of HR in guiding organizational change while maintaining employee trust and engagement.
“Organizational change management is on the rise,” says Hanson. “Introducing AI, rebuilding teams, or changing the way work is done will all work if you don’t bring people along. Change management is the difference between a transformation that lasts and an initiative that loses momentum after six months.”
Still, Mazzullo cautioned against placing the burden of organizational change solely on human resources teams. “This is an area where HR needs to collaborate with other organizational stakeholders to lead change,” she said. “This is not just the job of the human resources department.”
The same dynamic applies to workplace culture, she said. “There’s a widespread belief that HR is not responsible for building culture,” Mazzullo said. “HR can coach and develop, but business leaders must drive behaviors and actions that align with the company’s values.”
Hanson said the inclusion of cultural development on the list is especially important in an increasingly automated environment.
“Now that everything is becoming automated and optimized, it’s even more important to intentionally shape our values and behaviors,” she said. “Culture is intentional practice that is valued, rewarded, and invested in. It’s a skill.”
