2025 brought rapid technological change, new compliance pressures, and an increasingly competitive talent market. As HR teams look ahead of 2026, one thing is clear: next year will demand sharper alignment between people strategy, legal compliance, and organizational goals.
From shifting pay transparency laws to evolving DEI expectations and the rise of AI governance, HR professionals are already mapping out the biggest challenges and opportunities ahead. Here’s what your peers are prioritizing and how your team can set measurable, cross-functional goals that support both business outcomes and employee experience.
The Top 10 HR Priorities for 2026
1. Compliance Readiness
State and federal regulations continue to multiply, increasing administrative burden and legal risk. With HIPAA civil penalties more than doubling from 2023 to 2024, compliance remains a top concern, especially for multi-state employers navigating overlapping rules.
Compliance Tip: Incorporate state-specific legal updates into annual goal-setting, especially for organizations operating in multiple jurisdictions.
2. Pay Transparency
More than a dozen states now require salary disclosures, and five implemented new laws in 2025 alone. HR teams are preparing by auditing current pay practices and establishing defensible, market-indexed salary ranges.
3. DEI Advancement
As DEI program requirements continue shifting under Executive Order 14151, HR teams are reassessing policies, training, and job descriptions to ensure programs remain inclusive, compliant, and legally defensible.
Compliance Tip: Avoid quotas or targets tied to protected characteristics. Focus on equitable processes, not numeric outcomes.
4. Flexible Work Policies
Flexible work remains a powerful retention tool: 43% of employees now consider flexibility a base expectation, and nearly two-thirds would change jobs for more of it. HR teams are exploring hybrid structures, reduced commuting burdens, and scheduling autonomy.
5. Employee Mental Health
“Change fatigue” is driving burnout and turnover. In 2026, HR teams are prioritizing better access to support resources—such as EAPs—and investing in programs that promote work-life balance, stability, and psychological safety.
6. Leadership Development
Organizations are shifting leadership training toward empathy, collaboration, and trust-building. Strengthening the leadership pipeline means identifying leadership behaviors at every level and expanding mentorship and coaching opportunities.
7. Data Security
With HR handling more sensitive data than ever, including information generated through AI and automated hiring systems, teams are reviewing cybersecurity practices and new state and federal privacy requirements.
8. Skills-Based Hiring
Degree-optional recruitment continues to grow. HR teams are rewriting job descriptions to emphasize skills instead of credentials, expanding the candidate pool, and offering development pathways to upskill existing talent.
9. Data-Driven Decision-Making
Many HR departments are adopting analytics tools for the first time in 2026. These platforms allow teams to spot workforce trends, track engagement, and translate insights into actionable strategies that improve organizational performance.
10. Artificial Intelligence in HR
Over one-quarter of HR leaders are already developing AI-first operating models. To remain competitive, teams must design AI strategies aligned with business goals, while anticipating how automation will reshape hiring, training, and workforce planning.
Compliance Tip: Monitor emerging legal trends, including AI governance rules and new restrictions on noncompete agreements, while setting 2026 priorities.
Tips for Setting Effective HR Goals in 2026
For a stronger, more strategic planning cycle, HR leaders should:
- Engage teams early to increase ownership and accountability
- Add measurable metrics to each goal to define success
- Establish clear communication channels for cross-functional work
- Align HR priorities with long-term business strategy
- Use KPIs and benchmarks to track progress and adjust as needed
Compliance Tip: Document policy changes, training, and internal audits tied to your annual goals. Clear documentation prevents misalignment and reduces compliance risk.
Make 2026 Your Most Strategic and Compliant Year Yet
You don’t need to wait for the new year to begin planning. Use these trends and priorities to anticipate upcoming challenges and strengthen your HR strategy now.
VirgilHR’s automated compliant platform helps HR teams stay ahead of new laws,
Schedule a demo today to see how we can support your compliance and strategic planning for the year end.