Introduction
The human resources (RH) landscape is undergoing a significant transformation, driven by new labor regulations and evolving employee expectations. This shift necessitates a strategic redefinition of talent management roles, as highlighted by the EY study “CHRO 2030: Leading the Future of Human Resources.” In Mexico, 73% of companies recognize the need to redefine the talent direction role.
The Evolving Role of RH
RH is moving away from its traditional administrative role and embracing a strategic position that prioritizes employee well-being, productivity, and positive work experiences. This evolution aligns with new regulations and business competitiveness.
Key Themes Shaping RH Agenda for 2026
1. Work-Life Balance
One of the primary challenges for RH departments in 2026 is the potential reduction of work hours, which will require adjustments to work schedules and staffing. Additionally, the implementation of new regulations, such as the “Silla Law,” is ongoing.
- The work hour reduction initiative is set to begin by mid-2026, necessitating immediate planning.
2. Salary and Transparency
Alongside work hour adjustments, RH departments must incorporate salary increases into their 2026 plans. The minimum wage is expected to grow by double digits, while general salaries are projected to rise by 5% to 6%, according to Aon.
A global trend emphasizing salary transparency is gaining traction. Although no reform has been enacted, this demand is increasingly common among talented professionals.
3. Attraction and Retention
According to OCC, 75% of Mexicans are willing to change jobs, with many actively seeking new employment opportunities. This highlights a significant RH pain point: high turnover rates.
- Only three out of ten companies meet employee expectations, as noted by EY.
- By 2030, a global talent shortage is projected to exceed 85 million profiles, underscoring the need for robust strategies to attract and retain the right talent.
4. Conscious Leadership
Poor leadership is a leading cause of employee turnover. Manpower identifies lack of recognition, poor communication, and authoritarian management styles as factors influencing employees’ decisions to stay or leave.
Developing leadership skills will be crucial for addressing RH challenges in the coming year.
Key Questions and Answers
- Q: What changes are RH departments facing in 2026? A: RH is transitioning from an administrative role to a strategic one, focusing on employee well-being, productivity, and positive work experiences while adapting to new regulations and business competitiveness.
- Q: What adjustments are needed for work hours in 2026? A: RH departments must plan for potential work hour reductions and schedule adjustments due to new regulations like the “Silla Law,” which will take effect by mid-2026.
- Q: How will salaries be affected in 2026? A: The minimum wage is expected to grow by double digits, while general salaries are projected to rise by 5% to 6%. Salary transparency is also gaining importance globally.
- Q: What challenges does RH face regarding talent attraction and retention? A: High turnover rates, driven by poor leadership and unmet employee expectations, necessitate robust strategies to attract and retain the right talent amidst a projected global talent shortage of 85 million profiles by 2030.
- Q: Why is conscious leadership important for RH in 2026? A: Developing leadership skills is crucial for addressing RH challenges, as poor leadership is a leading cause of employee turnover.
