5 for 2025: Trends that Will Shape the Future of Your Workforce

2025 marks year zero in workforce transformation. Five converging forces — from geopolitical shifts to AI democratization — are shifting the way organizations think about talent. These aren't gradual changes or gentle pivots. They're tectonic shifts that demand a complete rethink of workforce strategy.

Here are the forces our team sees reshaping workforces in the coming year.

1. Trade Wars and Talent Wars Converge

By Abhinav Srivastava
Head of New Markets and Partnerships

The biggest election year in history isn't just reshaping trade — it's forcing a complete reevaluation of talent strategy. Brands such as Hasbro and Newell have already announced plans to reduce dependency on non-U.S. suppliers in 2025, while e.l.f. Beauty is expanding sales operations internationally to hedge against U.S. headwinds. This isn't just supply chain adjustment — it's wholesale talent network redesign.

The playbook has evolved dramatically from the 2018-2019 U.S.-China trade tensions. Today's HR functions use sophisticated scenario modeling to orchestrate complex talent networks, making preemptive decisions about where and how to access capabilities. They're not just moving manufacturing — they're reconceptualizing entire talent ecosystems across functions from sourcing and legal, to regulatory and development functions.

The implications extend far beyond simple labor arbitrage. Organizations that succeed in 2025 will be those that view talent strategy through a geopolitical lens, modeling and anticipating how trade shifts will ripple through their workforce needs across all functions and regions.  

2. The AI Talent Race Goes Mainstream

By Christian Vetter
Global Director Strategic Workforce Planning

The AI talent race is in full swing, and it's transforming how every industry thinks about hiring. TalentNeuron data shows that global demand for AI/ML engineers exploded from 28,046 roles in 2023 to 76,467 in 2024. Looking ahead to 2025, demand is projected to surge past 200,000 roles — a transformation that will reshape talent markets across every sector.

When Capital One emerges as the second-largest recruiter of AI/ML roles in 2024, just behind Google, it’s clear that AI is a concern beyond the tech industry. One-third of the top 20 organizations hiring AI talent now come from outside tech, as industries from manufacturing to healthcare rush to embed AI capabilities into their operations.

The implications for workforce planning go far beyond hiring. Organizations must completely reimagine how they attract and retain AI talent, creating hybrid roles that blend technical expertise with industry knowledge. Traditional tech-focused recruitment strategies won't work when you're competing with every major company across every industry. The winners in 2025 will be those who recognize that AI talent strategy isn't just about technical skills — it's about reshaping workforces where AI expertise can drive industry transformation.

3. The Great Role Redesign

By Elin Thomasian
SVP Workforce Strategy and Consulting

The AI talent surge isn't just changing who we hire — it's transforming what every role looks like. It will preempt a fundamental reconceptualization of human work across every industry and function.

The job descriptions of 2023 are becoming artifacts, replaced by hybrid roles that blend human insight with machine capability. Take the financial analysts and employees of Bank of New York Mellon, who can now call on AI agents to assist in day-to-day tasks and analysis.  

The smartest organizations aren't waiting for this change to happen to them. They're proactively redesigning roles into hybrid configurations — positions that marry human creativity with machine efficiency. This isn't about replacing workers; it's about redefining what work can be. This raises critical questions for every organization: How do you identify automation opportunities and redefine job roles and responsibilities as more and more work tasks are absorbed by or shared with bots? And, critically, how do you reskill and better leverage talent that is being displaced by automation?

4. Build vs. Buy Gets a Reset

By David Wilkins
Chief Product and Strategy Officer

The "buy-first" strategy of simply hiring needed skills from the market is failing as critical talent shortages across industries force organizations to fundamentally rethink their approach to capability building. Look at Siemens, which has leaned into a modernized apprenticeship model across Europe and North America to train workers in critical digital and green energy skills — creating a talent pipeline tailored to its evolving needs rather than competing for scarce talent in the market.

The most visible shift is in talent acquisition (TA), where the function is transforming from a recruitment engine into a strategic capability broker. Modern TA leaders aren't just filling roles — they're orchestrating a complex mix of build, buy, and automate decisions. Unilever's expanded U-Work initiative exemplifies this evolution: their internal talent marketplace matches employees with short-term projects across the company, maximizing workforce utilization while creating opportunities for skill development. It's a perfect illustration of how organizations are balancing talent building with traditional hiring.

In this new environment, learning and development (L&D) is a strategic imperative. Organizations are discovering that developing internal talent pools isn't just more cost-effective than competing for scarce external talent; it's often the only viable option for securing the capabilities they need.

5. Going Further for Outstanding Talent

By Erica Lee
Senior Consultant, Strategic Workforce Planning

The final piece of the 2025 talent puzzle? A complete reimagining of how we think about talent itself. Organizations are finally abandoning rigid hiring models in favor of something more fundamental: pure capability.  

This is not just a skills-first story, or at least not in the traditional sense. In 2024, demand for fractional leadership roles jumped 26% as organizations realized that sharing high-impact talent beats having no access at all. These aren't just cost-saving moves — they're strategic shifts that prioritize capability over convention. Companies are learning that talent doesn't have to fit traditional employment models to create value.

Diversity, equity, and inclusion (DEI) is also part of this mindset. Beyond the headlines, DEI is becoming more embedded in workforce planning. While Chief Diversity Officer roles dropped 48%, DEI Program Manager positions surged 78%, with overall DEI roles growing 9% year-over-year. With 85% of Fortune 500 companies maintaining DEI goals, organizations aren't retreating — they're evolving their approach to tap previously overlooked talent pools.

The implications for 2025 are clear: winning the talent war means breaking free from conventional hiring rules. The organizations that thrive won't be those with the most traditional approaches — they'll be those who recognize that in a world of hybrid roles, transformed work, and scarce talent, skills trump structure every time.