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PXB Ecosystem™ Online Event
2026 is the year HR crosses into a new era. AI has matured. Organisations are reorganising. Work is being redesigned around tasks, outcomes and hybrid intelligence. And HR’s role is changing faster than its current operating model can support. This session gives you the roadmap.
Looking Forward– Working Back from 2035
At the HR2035 Foundation, our approach is different. Instead of simply asking “what’s next?”
We start ten years ahead and work backwards. By placing ourselves in 2035, we imagine the world as it could be then identify the steps HR, business, and society must take today to make that vision possible.
Why It Matters
By working back from 2035, we give leaders the evidence and foresight they need to act decisively now. This is not prediction for prediction’s sake it is a structured method to prepare organisations for its most important decade.
Why Work Backwards?
The pace of AI and technological change means that incremental planning is no longer enough. HR risks being reactive if it only looks 12–24 months ahead. By taking the long view, we can:
- See the destination clearly – what will organisations look like in 2035 in an AI-driven economy.
- Spot the inflection points – moments where legislation, technology, or workforce shifts will force operational planning to change.
- Create a roadmap – working backwards from the future to define what must be built now.
HR in 2035: A Vision
In 2035, HR is not a back-office function. It is a strategic force, using AI responsibly to:
- Shape workforce strategy through predictive analytics and scenario modelling.
- Deliver hyper-personalised employee experiences, balancing productivity with wellbeing.
- Operate with full transparency, fairness, and compliance, ensuring trust in every AI-driven decision.
- Act as a bridge between business needs and societal impact, guiding ethical choices around automation, skills, diversity, and inclusion.
Working Back from the Future
To reach that vision, we ask: “If HR looks like this in 2035, what had to happen in 2030? 2027? Today?”
- By 2030: HR must have mastered AI governance, implemented bias testing and transparency standards, and built strong cross-functional ecosystems with IT, data, and legal.
- By 2027: HR must be confident in buying and implementing AI, with pilots scaled into trusted, auditable systems. HR leaders must hold a recognised seat at the top table for AI strategy.
- By today: HR must start building AI literacy, mapping risks, and setting policy foundations. Small steps now lay the groundwork for transformation later.
The Impact on Business and Society
Working backwards also makes clear the wider impact:
- On business: Competitive advantage will depend on AI-enabled operations that can attract, retain, and develop talent at speed and scale.
- On employees: Work will be redesigned; jobs will be measured differently; continuous learning will be essential.
- On society: HR will be at the frontline of debates on fairness, automation, employment rights, and the social contract between employers and workers.
