How HR managers can overcome today’s top challenges

HR professionals are the engine behind every thriving organization, but the road isn’t easy. With limited resources, rising expectations, and constant change, the role of the HR manager is more complex than ever.

From attracting top talent and retaining employees to navigating compliance and building leadership pipelines, the challenges are real. Here’s a practical look at the most pressing issues HR managers face, how to address them with clarity and confidence, and make everything more managebale.

In a competitive job market, attracting great candidates means going beyond the job description. HR managers need to position their organization as a place where employees can grow, and not just work.

One effective strategy: Emphasize learning and development (L&D) from the start. In fact, 59% of job seekers say that opportunities to learn and grow are a top consideration when applying for a role.

Tip: Position your L&D programs as a differentiator in job descriptions and interviews. Even better; make them visible on your careers page.

Hiring great people is only half the battle. Keeping them is where the real work begins.

Turnover is costly and avoidable. HR leaders can drive retention by focusing on:

• Ongoing professional development
• Recognition and feedback
• A culture that values psychological safety and inclusion

In fact, companies that invest in their employees’ development see 30–50% higher retention. 

Quick win: Set up automated learning paths tied to employee milestones—onboarding, promotions, and role transitions.

Whether it's cybersecurity, physical safety, or psychological well-being, workplace security starts with proactive planning. HR managers should regularly evaluate policies to ensure they’re aligned with current risks and employee needs.

Consider this: Do your current policies reflect today’s hybrid or remote work realities? If not, it’s time for an update.

Even in a slow economy, expectations around employee experience, learning, and compliance don’t stop.

HR leaders are often expected to do more with less. This is where centralized solutions become game changers. Bundling compliance, upskilling, and leadership content into a single platform reduces both costs and admin burden.

Use case: Mid-market HR teams using Go1 have reduced content provider costs by up to 50%, freeing up budget for strategic initiatives.

Emotional intelligence (EQ) is no longer a “nice to have”—it’s a leadership must-have. Employees want to feel heard, understood, and respected. And businesses that promote EQ see better collaboration, morale, and retention.

HR managers can lead this by:

• Modeling EQ in leadership behavior
• Offering relevant training on empathy, communication, and conflict resolution
• Creating channels for feedback and dialogue

Quick tip: Start by introducing a monthly “EQ moment” in leadership meetings. Dedicate five minutes to reflecting on a recent team interaction, highlighting an example of empathetic leadership, or practicing a simple listening exercise. Small, consistent moments like these help build emotional intelligence over time.

Leadership doesn’t start at the top—it’s cultivated at every level. HR managers can build leadership pipelines by identifying potential early and offering hands-on learning opportunities.

That includes:

• Shadowing programs
• Leadership bootcamps
• Bite-sized digital modules on management essentials

What works: Ongoing, on-the-job learning—backed by scalable, flexible content that fits existing workflows.

Overcoming HR’s biggest challenges doesn’t require a full reset. With the right tools, partnerships, and mindset, HR leaders can make meaningful progress—without burning out their teams or budgets.

Need help getting started? Go1 brings all your essential training—compliance, upskilling, and more—into one seamless platform. So you can spend less time chasing content and more time driving impact.