HR leaders face a landscape shaped by rapid AI acceleration, shifting compliance expectations, evolving labor laws, and intensified immigration oversight. Success will be dependent on the ability to stay strategic, compliant, and people-focused.
Strengthen Your AI & Technology Roadmap
AI will continue its major expansion in HR workflows, with leaders expected to integrate AI into both administrative tasks and management decision‑making. Many companies are gearing up to make AI transformation the #1 priority this year, requiring a clearly defined HR‑focused AI strategy and leadership preparedness.
What to review:
- AI policies, guardrails, and responsible-use guidelines
- Data quality, privacy controls, and IT/HR governance
- Manager readiness to use AI for performance, workforce planning, and employee support
Deepen Skills-Based Workforce Planning
Skills-based hiring and internal mobility remain essential as organizations navigate uncertain labor markets. Surveys show skills-based talent practices have the highest adoption and planned adoption among emerging HR trends.
What to review:
- Skills inventories and upskilling pathways
- Role design aligned to competencies, not credentials
- Transparent mobility opportunities to improve retention
Update Wage & Hour Compliance
Minimum wage and overtime changes have expanded nationwide. Nearly 20 states and 40+ local jurisdictions increased minimum wages on January 1, 2026, with additional increases scheduled throughout the year, which may raise the salary threshold for exemption in certain industries and locations. Wage transparency and new overtime rules continue to expand, creating additional complexity in the employer space.
What to review:
- Updated minimum wage rates by state and locality, including municipalities
- New overtime thresholds and job duty classifications
- Pay disclosure, recordkeeping, and scheduling compliance
Prepare for Intensified Immigration Enforcement & New Requirements
Federal agencies have expanded worksite enforcement, increasing I‑9 audits, FDNS site visits, and scrutiny of wage levels, LCAs, and job-site consistency. Immigration law shifts from 2025 are carrying into 2026, heightening oversight of visa programs and national-origin discrimination protections.
Emerging requirements:
- Increased I‑9 verification scrutiny and documentation standards
- Fee adjustments for several employment-based filings beginning January 1, 2026
What to review:
- Internal I‑9 audits and digital tracking of expirations
- Immigration processes, LCAs, and job‑posting accuracy
- Communication practices with foreign national employees
Recommit to Employee Well‑Being & Flexibility
2026 predictions indicate continued employee emphasis on mental health, work‑life boundaries, and flexible arrangements. These factors increasingly outweigh compensation.
What to review:
- Wellness policies that go deeper than perks
- Clear expectations around unplugging and workload
- Meaningful hybrid and flexibility frameworks
Reinforce Leadership & Culture for Change
Leadership development remains HR’s top strategic priority, with HR expected to guide organizations through continuous change and embed culture into daily work.
What to review:
- Leadership capability for change, coaching, and hybrid work environments
- Culture alignment with values, behaviors, and business strategy
By proactively strengthening AI strategy, compliance infrastructure, workforce planning, leadership readiness, and immigration vigilance, HR can position the organization for resilience and operational excellence in a year defined by rapid change.
Landrum Can Help Drive Your Organization Forward in 2026
Landrum is here to support you and provide guidance in an ever-changing employment law landscape. Whether you need assistance with recruitment, employee relations, compliance, or benefits administration, we’re committed to providing the expertise and resources you need to succeed. Contact us or reach out to your HR Business Partner with any questions.
