Managing a global workforce means understanding and respecting cultural differences, particularly when it comes to workplace norms, communication styles, and employee expectations. For example, while some cultures prioritize hierarchical structures, others thrive in more egalitarian environments. HR will need to create frameworks that allow for cultural flexibility while preserving core company values. This could involve revisiting policies around communication, leadership, and feedback mechanisms to ensure that they resonate universally while remaining adaptable to local norms.

Fostering belonging across borders can be achieved through virtual team building, cross-cultural training, and platforms for employees to share perspectives. Benefits advisors are essential in supporting a globally dispersed workforce with tailored packages that include flexible health benefits, cross-border tax considerations, and wellness programs suited to cultural expectations.

Preparing for regulatory shifts following the election

With the political climate in flux following the 2024 elections, HR leaders and benefits advisors must be proactive in preparing for regulatory changes that will impact workplace policies. Historically, election years bring significant shifts in labor laws, tax policies, health care regulations, and employee rights. In 2025, advisors and HR professionals will need to be especially agile in navigating these changes, ensuring organizations are well-positioned to comply with new regulations and mitigate any legal risks.

For instance, changes to employee benefits, such as paid family leave, health care mandates, or minimum wage laws, could have widespread implications. Proactive benefits advisors and HR leaders will stay ahead of such developments by collaborating with legal teams to conduct regular policy reviews and scenario planning. Being prepared with contingency plans allows companies to implement changes smoothly, rather than reacting to new regulations at the last minute.

Additionally, HR professionals must communicate these changes clearly to employees, ensuring that everyone is aware of their rights and benefits under new laws. This transparency will help maintain trust and reduce confusion during times of transition, solidifying HR’s and benefits advisors' roles as critical partners in compliance and organizational resilience.

Navigating workforce classification and compliance

As the gig economy continues to expand and more workers seek flexible, non-traditional work arrangements, the classification of employees versus contractors has become an increasingly complex issue. The legal distinction between these two groups is not only important for determining tax liabilities, but also for ensuring compliance with labor laws regarding benefits, overtime and job protections. Misclassification can result in significant financial and legal consequences, making it a top priority for HR and benefits advisors in 2025.

As businesses increasingly rely on gig workers, freelancers and remote employees, HR and benefits professionals will need to develop a clear framework for classifying workers, especially when operating across multiple jurisdictions. Different countries have varying laws about who qualifies as an independent contractor versus a full-time employee. Advisors and HR professionals must stay abreast of these regulations to minimize risk and ensure workers are classified correctly for benefits and tax purposes.

Beyond compliance, there is a strategic opportunity here to rethink workforce models entirely. HR leaders can explore hybrid structures that combine the flexibility of gig work with the stability of full-time employment, offering workers a blend of autonomy and security. This approach can help attract top talent while navigating the complexities of modern labor laws and benefits offerings.

Balancing AI with human connection

The advent of artificial intelligence (AI) is transforming HR operations, from recruitment and onboarding to employee engagement and performance management. By automating routine tasks, AI can significantly improve efficiency, reduce bias in hiring, and enhance data-driven decision-making. However, as AI becomes more integrated into HR processes, HR professionals face the challenge of ensuring that technology does not replace the human connection that is central to building a thriving workplace culture.

In 2025, HR will need to focus on leveraging AI to enhance, rather than replace, human interaction. While AI tools can automate time-consuming tasks like resume screening or scheduling interviews, HR professionals must prioritize upskilling and reskilling employees to navigate this new landscape. Benefits advisors will also play an essential role in ensuring that employees can access benefits-related tools and resources powered by AI, while also maintaining a personalized, human-centered approach to their needs.

Moreover, HR must continue to prioritize the human element in employee engagement. While AI can assist in tracking performance metrics, HR should leverage these insights to foster meaningful conversations with employees about their career development, feedback and aspirations. By maintaining a balance between AI-driven insights and empathetic, personalized management, HR can ensure that technology enhances the employee experience rather than detracts from it.

Mental health initiatives beyond traditional EAPs

Employee mental health is rapidly gaining recognition as a critical component of overall organizational well-being. Traditional employee assistance programs (EAPs) have been effective in offering basic support, but they often fall short in addressing the complexities of modern mental health challenges and deep personalization that employees expect. In 2025, HR leaders and benefits advisors will need to adopt more holistic and personalized approaches to mental health, recognizing that each employee’s needs are unique.

HR’s role will extend beyond offering generic counseling services to creating a comprehensive mental health strategy that encompasses preventative care, ongoing support, and destigmatization of mental health issues. Benefits advisors will need to work closely with HR to design benefits packages that integrate mental health resources, such as access to therapy, wellness programs, and stress management tools, tailored to the needs of the modern workforce.

Additionally, HR must take a proactive role in fostering a work culture that normalizes conversations about mental health. Encouraging open dialogue, providing mental health days, and ensuring managers are trained to recognize signs of burnout or distress are critical steps in creating a supportive environment. By prioritizing mental health, HR teams and benefits advisors can help build a culture where mental health is treated with the same importance as physical health, and employees feel empowered to seek support when needed.

Streamlined documentation and performance management

In smaller organizations, effective performance management is often hindered by inconsistent documentation practices. However, as companies grow, maintaining clear and accessible records becomes essential for ensuring compliance and fostering transparency in employee relations. For HR professionals and benefits advisors, this means developing robust systems for performance reviews, disciplinary actions and employee development plans.

Well-documented performance management practices not only ensure legal compliance, but also build trust between employees and management. By training managers on best practices for documenting performance discussions, setting clear expectations, and providing constructive feedback, HR can help organizations avoid potential legal disputes while promoting fairness and accountability.

The Future of Work 

The path forward calls for benefits advisors and HR leaders to integrate innovation with empathy, navigating challenges like regulatory shifts, global talent strategies, and the balance of AI with genuine human connection. By championing employee wellbeing, staying agile in the face of change, and fostering a culture where everyone can succeed, benefits professionals can help organizations not only keep pace with a dynamic landscape but also thrive within it. The future of work belongs to those who lead with both vision and commitment to the people at its core.

Cheryl Swirnow is the Founder and President of CMS Consultants.