HR’s Role in Navigating Change
Tariffs. Stock Market. Layoffs. DEI. Canada. Mexico. Ukraine.
Change is inevitable. With it comes uncertainty. But in the face of such change, one thing remains constant: the role HR plays in supporting businesses and employees alike.
For businesses, this means balancing financial stability, workforce planning, and compliance with evolving regulations while maintaining productivity and morale. For employees, it’s about feeling secure, valued, and having a sense of purpose in their careers. In times of turbulence, HR is the bridge between business continuity and human resilience.
That’s where HR proves its value—ensuring that organizations don’t merely react to change, but proactively respond with intention and empathy.
HR isn’t just about hiring and firing—it’s about people, strategy, and resilience. It’s about ensuring that when the stock market fluctuates, layoffs loom, or global tensions rise, companies don’t just react—they respond with foresight, strategy, and care.
And response starts with serotonin and community.
HR leaders have the ability—and responsibility—to shape transitions with empathy, structure, and support. That’s why I built Respiris: to ensure that no one has to navigate career uncertainty alone. Through outplacement support, coaching, and a strong professional network, HR leaders can uplift employees, foster resilience, and drive long-term success.
HR’s Strategic Value in Business Success
Harvard Business School research underscores the critical role HR plays in shaping resilient and high-performing organizations. In Corporate Culture and Performance, James L. Heskett and John P. Kotter found that companies with adaptable cultures achieved significantly higher financial returns. HR leaders are at the forefront of cultivating these cultures, ensuring that companies remain competitive in uncertain times while fostering an environment where employees feel supported and engaged.
HR is not just a support function—it is a strategic driver of business success. A study by Equilar highlights that the presence of Chief Human Resources Officers (CHROs) on corporate boards strengthens governance and strategic decision-making. Organizations that integrate HR at the executive level are better positioned to navigate change, mitigate risks, and drive sustainable growth.
Moreover, employee engagement and well-being directly impact performance. A report by Harvard University’s Center for Workplace Development emphasizes that leaders and managers should create conditions where employees feel included, valued, and empowered. Engaged employees drive productivity, reduce turnover, and foster innovation, ultimately contributing to a company’s long-term stability and success.
Outplacement is More Than Just Finding a Job
There’s still a stigma when roles are impacted. But there shouldn’t be. HR’s responsibility doesn’t end at severance—it extends to ensuring that employees land on their feet, with confidence and dignity.
When companies invest in outplacement assistance, they aren’t just protecting their employer brand—they’re reinforcing the message that employees matter, even in transition. The best organizations recognize that people aren’t just assets; they’re the foundation of long-term success, adaptability, and resilience.
As Dr. Wayne Dyer once said,
“If you change the way you look at things, the things you look at change.”
That’s why HR leaders must shift the narrative. Layoffs aren’t just about cost-cutting; they’re about guiding people to their next opportunity with dignity, support, and a pathway forward.
Outplacement isn’t just about job searches—it’s about rebuilding confidence, rediscovering purpose, and embracing new possibilities. It’s about helping people see what’s next, rather than just what was lost. And that makes all the difference.
Navigating Market Uncertainty Together
Last night, I took a peek at my 401(k) and debated whether to sit with my holdings or make a change. Sound familiar? In a time when financial markets are unpredictable, employees everywhere are making similar decisions—about their future, their careers, and their financial stability.
While HR can’t control the stock market, trade policies, or global economic shifts, it can control how it supports employees through uncertainty. That support is what differentiates companies that endure from those that struggle.
That’s why I’m excited to bring Respiris to the Transform Conference next week in Las Vegas. Because in a world of constant change, the one thing that should remain constant is how we treat people.
When HR prioritizes transparency, empathy, and guidance, companies don’t just retain talent—they create environments where people feel valued, respected, and supported through any transition.
If you’re looking for connection and real conversations about HR’s role in transformation, let’s make it happen:
🏓 Pickleball
🤝 Stranger to Friends
💼 Layoff Transition Circles
Curious about the power of serotonin in career transitions? Watch this video (2:11).
Even if you’re not attending Transform, let’s create space for meaningful conversation:
HR isn’t just about responding to change. It’s about leading through it. Let’s make it count.
