Is the Future of HR About Making Itself Redundant

When you think about HR, you probably picture a department handling recruitment, payroll, employee issues, and all the admin that comes with managing people. It’s a key function, right? But here’s the twist: what if HR’s ultimate goal is to make itself redundant? Not in a “we don’t need HR anymore” sense, but by empowering managers and leaders to handle the day-to-day HR responsibilities themselves. In this vision, HR becomes more like a consultant and change manager, allowing the organisation to thrive without needing to rely on it for every small issue.

HR as Consultants, Not Taskmasters

Traditionally, HR has been involved in every aspect of managing people, from hiring to handling grievances to managing training and development. But these are operational tasks that could be handled by managers, with the right skills and knowledge. Instead of spending time on transactional work, HR could be focused on bigger, strategic goals.

This is where HR’s role as a consultant comes into play. Instead of "doing" everything, HR can train and advise managers, giving them the tools to take ownership of people management. Imagine a workplace where managers know how to recruit talent, resolve conflicts, and nurture employee growth on their own. HR would no longer need to micromanage these processes but could step in as a guide when needed.

Making Managers More Capable

One of the most important shifts in this model is getting managers to be more hands-on when it comes to people. Often, managers are great at running teams or delivering on business goals, but they aren’t always comfortable handling the "people side" of things—whether it's having difficult conversations or knowing how to support employee development.

HR can step in to help managers build those skills. By focusing on leadership development and coaching, HR can empower managers to deal with performance issues, team dynamics, and even recruitment without constant HR involvement. This doesn’t just reduce HR’s workload, but it also means employees get more direct and timely support from their managers, which leads to a better working environment overall.

Elevating People Skills and Culture

For HR to make itself operationally redundant, the organisation's culture and people skills need to be top-notch across the board. This involves creating a workplace where managing people isn’t just seen as HR’s job but something that every leader takes responsibility for. It’s about building a culture where emotional intelligence, inclusivity, and accountability are ingrained into the DNA of the company.

HR’s role here is to set up the frameworks and support systems that make this possible. This could be through leadership development programs, regular training on soft skills, and encouraging a feedback-driven culture. In a way, HR acts as the architect, building a culture where it’s no longer needed in the day-to-day, but still plays a crucial part in shaping the company’s direction.

Leading Change, Not Just Managing Admin

Even if HR successfully makes itself redundant in managing everyday operations, there’s still one area where it will always be needed: change management. Whether it’s digital transformation, restructuring, or a shift in company strategy, HR has a huge role to play in managing how people react and adapt to change.

HR can step up as a leader in these situations, guiding the company through change by focusing on communication, engagement, and ensuring that employees have the right mindset and skills to navigate transitions. So even if HR is no longer handling the everyday stuff, its expertise will still be critical when it comes to driving growth and managing change.

Redundancy Isn’t the End—It’s a Shift

So, what does it mean for HR to make itself redundant? It’s not about getting rid of HR—it’s about evolving it. By empowering managers, elevating people skills, and embedding cultural awareness into every aspect of the business, HR can shift from being operational to being strategic. Instead of micromanaging, HR can focus on consulting, coaching, and leading change.

The future of HR is about becoming less involved in the day-to-day and more focused on long-term impact. By doing this, HR can actually become more valuable, positioning itself as a key player in shaping the future of the organisation, even as it takes a step back from its traditional responsibilities.