In 2021, Sapient Insights Group launched the “55 by 25” initiative with one clear goal: to ensure that by the year 2025, at least 55% of HR functions would be viewed as strategic contributors within their organizations.
We didn’t choose that number at random. It was aspirational, but achievable. Ambitious, but grounded in decades of research and thousands of conversations with HR leaders across the globe. We had already seen the tides shifting, particularly in the wake of the pandemic. HR had stepped forward in unprecedented ways to support their people, stabilize operations, and guide businesses through volatility.
But the question remained: would the seat HR had finally earned at the table be permanent or temporary?
As of our most recent survey, we’re close. In fact, we’re very close.
This year’s findings show that 52% of HR professionals now believe they are perceived as strategic contributors by their executive peers. That number is the highest we’ve ever seen in the 27 years we’ve been tracking it. And it reflects not just the evolving role of HR, but the growing recognition that human capital is business capital.
But while it would be easy to celebrate early, I want to share a more grounded message.
Reaching 55% by 2025 isn’t the finish line. It’s the starting point.
A New Landscape Demands a New Kind of Leader
When we first began this initiative, artificial intelligence was more of a theoretical disruptor than a day-to-day decision-making partner. Remote and hybrid work were being defined in real time. Organizations were dealing with the “COVID bounce-back,” and HR was navigating burnout, engagement, retention, and reentry all at once.
Fast forward to today: AI is no longer at the doorstep – it’s inside the house. Economic uncertainty has emerged from the shadows to take over the entire landscape. Workforce expectations are constantly evolving. And the line between personal values and professional environments continues to blur.
All of this positions HR at a critical inflection point.
We can choose to evolve – to meet these moments with insight, strategy, and purpose – or we can risk being relegated back to a reactive function. A box to check. A gatekeeper for compliance.
Let me be clear: that’s not where HR belongs. And if you’re reading this, I know you don’t believe that either.
But rising to the occasion requires more than belief.
Progress Isn’t Guaranteed – It’s Earned
One of the sobering insights from our research is that while strategic perception is climbing, outcomes are not.
In the past 12 months, we’ve seen a measurable decline in Talent Outcomes, HR Outcomes, and Business Outcomes – the very areas HR is expected to improve when granted that strategic seat.
And that disconnect matters. Because a seat at the table comes with expectations. If we are strategic but unable to deliver results through action, we risk reinforcing the very stereotypes we’ve worked so hard to overcome.
The causes behind these declines vary, but there are patterns:
- Under-resourced systems strategies
- Inexperienced HR technology leadership (58% have <3 years experience)
- Misaligned investments or implementation gaps
- Low user satisfaction across core platforms like payroll and HRMS
This is why we can’t treat “55 by 25” as a box to check. It’s not enough to be seen as strategic. We must take action to prove it, sustain it, and build upon it – intentionally.
From Reactive to Proactive: What Real Leadership Looks Like
We’ve long said that leadership is no longer about simply managing the day-to-day. It’s about anticipating challenges, navigating uncertainty, and guiding people and businesses forward – even when the path isn’t clear.
To do that, HR leaders need more than just good instincts. They need:
- Insights that tell them where the workforce is going
- Technology that supports – not stifles – the employee experience
- Skills to lead through ambiguity, transformation, and disruption
- Support systems that connect strategic goals to practical execution
Being proactive doesn’t mean predicting every future trend. It means preparing people and processes to adapt to whatever comes next, grounded in data and driven by purpose.
That’s where intentionality comes in. Without care and feeding, even the most promising progress can wither. But with it, HR will become the center of gravity for strategy, culture, and performance.
How Sapient Supports the Shift
At Sapient Insights Group, we believe HR is powerful – not just as a function, but as a force for organizational success.
And we’ve intentionally designed our offerings to help you get there:
- HR Systems Strategy Programs
Choosing the right technology is only part of the battle. You also need to know what outcomes your business expects to achieve – and whether your systems are configured to help you get there. Our programs enable organizations to align tech investments with actual business needs, improve user adoption, and build sustainable platforms for growth. - Change Management & Transformation
Whether it’s a new HRIS rollout, a cultural overhaul, or a shift in organizational design, change is never easy. Our adaptive frameworks guide organizations through change with intention, ensuring alignment, engagement, and momentum. We don’t just help you manage change – we enable you to lead it. - Leadership Development
True transformation requires leadership at every level. Our LAITHOS-based leadership programs are tailored to individuals, teams, and organizations. We help people strengthen their core, expand their influence, and transform their horizons – so they can create lasting impact, not just incremental improvement. - Annual HR Systems Survey
Of course, it all starts with the data. Our research is built on the voice of thousands of HR professionals just like you. If you haven’t participated yet in our 2025–2026 survey, there’s still time to add your voice. This isn’t just research – it’s a record of our profession’s evolution. Your insights matter.
The Path Forward Starts with Purpose
We’re nearing a major milestone. But let’s not mistake momentum for permanence.
Reaching 55% is a landmark achievement. Sustaining it – and building on it – is the most critical leadership challenge we will face in this decade. It requires strategy, support, and commitment. And it demands we stay curious, stay connected, and stay courageous.
As we move through this penultimate year of the “55 by 25” initiative, I invite you to reflect not just on where your HR function stands, but where it can exceed the ’55 by 25′ challenge, I invite you to reflect not only on where your HR function stands, but also on where it can go.
Are you equipped to lead the way?
If not – let’s talk. We’d be honored to help.
Whether you’re building your HR systems strategy, strengthening change leadership, or struggling to understand where your team stands, we’re here to support your journey.
Let’s ensure HR doesn’t just earn its key strategic role – but uses it to lead the future of work.
