After talking to senior HR leaders across New Zealand during our 2018 roundtable discussion groups, it is clear that the role of the HR function is changing. More than ever, there is pressure to show what HR can deliver to the business. The tangible benefits of HR innovation and technology transformation can be difficult to quantify – but it's about staying relevant, ensuring organisations are equipped to succeed in the modern business world.

Our research showed that NZ HR leaders want to create a vision that enables organisations to make data-driven decisions, with employee experience at the heart of what they do. HR professionals want to contribute to strategic core-business. They want to enable employees and management to work more effectively.

It is acknowledged that whether working in large government departments or small, agile tech companies, challenges faced are not unique. Together, the community can collaborate to tackle them and find opportunities to make a difference, no matter what the role is or how the organisation is structured.

So where are the missed opportunities? How can we make strategic HR technology projects the value proposition that we know they need to be? How can we ensure our HR tech projects are delivering business value and enabling us to modernise and engage our ever-changing workforce?

The core functions of recruitment, talent management, ‘rem and ben' and learning and development are areas identified as ripe for disruption. But as a community we also need to focus on the employee experience and create tools and processes which enable high-performance, helping to achieve strategic business goals.

We want to find disruptive technology that makes our employees' lives better and that our business can't do without.

For more detailed insights into the challenges and opportunities facing NZ HR practitioners in using technology as a driver of organisational change, download our research report via the form below.