[et_pb_section fb_built=”1″ _builder_version=”4.23.1″ custom_padding=”0px|0px|0px|0px” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row module_class=”enbref” _builder_version=”4.27.5″ custom_margin=”||5%||false|false” custom_padding=”0px|||||” locked=”off” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text module_class=”enbref-content” _builder_version=”4.27.6″ custom_padding=”||12%||false|false” hover_enabled=”0″ inline_fonts=”Roboto” global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n
In brief<\/strong><\/p>\n Between regulatory obligations, digital transformation, AI, talent attractiveness and employee experience: human resources departments are facing an unprecedented convergence of challenges. Here’s an overview of the major issues facing HR departments today, and the levers they can use to address them. <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n In an economic context strongly marked by the digitization of activities, human resources departments<\/strong> are also impacted by innovative technologies in their HR strategy<\/a>.<\/p>\n However, digital transformation is just one of the issues facing HR departments today<\/strong>, which include both recurring topics (regulatory compliance, salaries, working conditions, diversity, professional equality, career management, recruitment, etc.) and new themes (salary transparency, artificial intelligence, employer brand, data security, CSR, etc.).<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″ custom_padding=”||5%||false|false”]<\/p>\n Far from impacting only IT, R&D or production departments, the digital transition concerns the entire company. It’s not just a question of technological change, but also of structural and organizational change. <\/p>\n In this context, HR is at the heart of the implementation of this new mode of collaboration and cooperation:<\/p>\n This transformation requires structured change management<\/a> to ensure that the new tools are not under-utilized due to a lack of buy-in from teams.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ background_color=”#f7fbff” custom_margin=”||12%||false|false” custom_padding=”5%|5%|5%|5%|true|true” hover_enabled=”0″ border_radii=”on|23px|23px|23px|23px” inline_fonts=”Roboto” global_colors_info=”{}” theme_builder_area=”post_content” locked=”off” sticky_enabled=”0″]<\/p>\n Artificial intelligence is no longer a subject for the future: it’s redefining day-to-day HR practices<\/strong>: automated sourcing, algorithmic pre-selection, HR chatbots, predictive talent analysis.<\/p>\n According to the Barom\u00e8tre des DRH 202, 94% of HR departments<\/strong> use AI on a personal basis, but 70% of organizations do not yet have a formalized governance framework to oversee these uses. Structuring this governance: ethical charter, steering committee, appointment of an AI referent is becoming a priority project for HR departments<\/strong>. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n All organizations are obliged to comply with labor and social legislation. Legal and regulatory monitoring is essential, whether carried out externally or internally. In the event of non-compliance, a company runs the risk of financial or administrative sanctions. <\/p>\n In 2026, two major regulatory deadlines will shapethe HRD agenda<\/strong>:<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n Working closely with the accounting departments, HR is responsible for the payment of salaries. This relatively complex task involves combining information on remuneration, leave, absences, bonuses, variables and expenses.<\/p>\n In addition to operational management, salary transparency now requires a structural overhaul of practices: formalized salary grids, documented development criteria, linkage with skills management. This transformation involves close collaboration between HR teams, managers and payroll teams, and is one of the most structuring projects of 2026. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n Social media have revolutionized HR in terms of recruitment processes and employer brand development. HR departments need to get to grips with the best practices for using the main professional social networks to attract new talent: LinkedIn in the lead, but also Instagram, TikTok and specialized platforms depending on the profiles sought.<\/p>\n They also need to revamp their career sites, integrating new concepts such as CSR, career paths, corporate values and employee testimonials. For recruiters, social networks offer many advantages:<\/p>\n The other benefit of social networks concerns the organization’s visibility. A classic website is no longer enough to stand out and attract new candidates. By creating active company pages and communicating about internal events, organizations develop a strong employer brand and enhance their corporate culture. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n First of all, for legal reasons, HR<\/strong> must guarantee that employees can work safely, whether on the company’s premises or on the move. They must establish the nature of potential risks for each position, ensure that employees’ training levels are appropriate for the tools they use, and check that equipment complies with standards. <\/p>\n In addition to safety, HR<\/strong> must also work towards quality of life and working conditions (QWLC). Legally regulated and recognized as a Great National Cause 2025-2026, QWL is a strategic lever that fosters both employee commitment and organizational performance. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ background_color=”#f7fbff” custom_margin=”||12%||false|false” custom_padding=”5%|5%|5%|5%|true|true” hover_enabled=”0″ border_radii=”on|23px|23px|23px|23px” inline_fonts=”Roboto” global_colors_info=”{}” theme_builder_area=”post_content” locked=”off” sticky_enabled=”0″]<\/p>\n According to the Blog-RH \/ Barom\u00e8tre tendances RH 2026, 45% of French employees are in a situation of psychological distress. Three quarters of organizations now rank mental health among their HR priorities, but the gap between awareness and implementation remains significant: 21% have yet to take any concrete action (Barom\u00e8tre des DRH 2026). <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n The General Data Protection Regulation (GDPR) has applied throughout the European Union since 2018. It has a direct impact on the information collected by HR and introduces several rules, including :<\/p>\n With the multiplication of HR tools and the rise of AI, the issue of data security takes on an extra dimension. HRIS deployment<\/a> must integrate GDPR requirements right from the design stage to avoid any risk of non-compliance. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ custom_padding=”||5%||false|false” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n In order to comply with legal obligations, in a context of great diversity (cultural, religious…), HR must ensure :<\/p>\n Beyond these obligations, HR also has a responsibility to ensure that there is no discrimination within the company by promoting a corporate culture of inclusion and collaboration. In 2026, the Pay Transparency Directive will reinforce this requirement by making it compulsory to publish pay differentials between men and women.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″ custom_padding=”||5%||false|false”]<\/p>\n One of the key activities of the HR function is managing the organization’s human capital:<\/p>\n These three dimensions are part of a broaderemployee-centric approach<\/a>, which places the employee at the center of HR decisions<\/strong>, just as the customer-centric approach has done for customers.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″ custom_padding=”||5%||false|false” hover_enabled=”0″]<\/p>\n Today’s HR challenges<\/strong> are multiple, interconnected and constantly evolving. Between growing regulatory obligations, digital transformation, attractiveness issues and human imperatives, the HR function can no longer be content with an operational role. It is becoming a true strategic partner to senior management, an architect of organizational transformation. <\/p>\n According to theMercer study<\/a>, 98% of HR managers now report directly to senior management, a sign of this strategic rise in power. Meeting these challenges requires the right tools, structured processes and rigorous support for change. <\/p>\n Are these issues relevant to your current situation? SQORUS HR consultants support HR departments in their transformation: HR strategy, HRIS deployment, change management, data governance. Contact us for an initial discussion. <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row custom_padding_last_edited=”on|desktop” module_class=”cta-bleu” _builder_version=”4.27.6″ background_color=”#2029a0″ background_image=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2023\/12\/Bandeau-LB-Mener-SIRH.png” background_size=”contain” background_position=”center_right” width=”100%” width_tablet=”90%” width_phone=”90%” width_last_edited=”on|phone” custom_margin=”||5%||false|true” custom_padding=”50px|400px|50px|55px|true|false” custom_padding_tablet=”50px|55px|50px|55px|true|true” custom_padding_phone=”40px|55px|40px|55px|true|true” background_last_edited=”on|phone” background_enable_image_tablet=”off” border_radii=”on|23px|23px|23px|23px” global_module=”25045″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text module_class=”Titre_40 Titre_blanc” _builder_version=”4.23.1″ _module_preset=”default” header_2_font_size=”30px” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text module_class=”FondBleu” _builder_version=”4.23.1″ _module_preset=”default” text_font=”||||||||” text_text_color=”#d6d8f4″ text_line_height=”30px” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Do you have an HRIS project in mind? Leave nothing to chance: follow our guide to a successful HRIS implementation! <\/p>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/www.sqorus.com\/en\/ebook-how-to-successfully-implement-an-hris-project-in-your-company\/” button_text=”Download” button_alignment=”left” button_alignment_tablet=”center” button_alignment_phone=”center” button_alignment_last_edited=”on|tablet” admin_label=”Bouton de t\u00e9l\u00e9chargement” module_class=”Bouton Fond_blanc” _builder_version=”4.27.0″ _module_preset=”default” custom_button=”on” button_text_size=”15px” button_text_color=”#f36145″ button_bg_color=”#FFFFFF” button_border_width=”1px” button_border_color=”#f36145″ button_border_radius=”50px” button_font=”||||||||” button_use_icon=”off” custom_margin=”20px||||false|false” custom_padding=”13px|25px|13px|25px|false|false” custom_css_free_form=”selector:hover{|| background-color: #FFF6F5 !important;||}” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Section – Contactez nous” module_class=”Fond_bleu Fond_icone” _builder_version=”4.26.1″ custom_margin=”2rem||5rem||false|true” custom_margin_tablet=”4rem|40px|4rem|40px|true|true” custom_margin_phone=”|20px||20px|false|true” custom_margin_last_edited=”on|phone” custom_padding=”3rem||3rem||true|false” global_module=”31205″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row make_equal=”on” admin_label=”Text block” module_class=”LargeurBox” _builder_version=”4.25.0″ _module_preset=”default” animation_style=”fade” locked=”off” collapsed=”off” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.25.0″ _module_preset=”default” custom_padding=”|9rem||9rem|false|true” custom_padding_tablet=”|0rem||0rem|false|true” custom_padding_phone=”|0rem||0rem|false|true” custom_padding_last_edited=”on|desktop” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text admin_label=”Sous-titre” module_class=”SousTitre” _builder_version=”4.25.0″ _module_preset=”default” text_font=”||||||||” text_orientation=”center” custom_margin=”||10px||false|false” text_orientation_tablet=”” text_orientation_phone=”center” text_orientation_last_edited=”on|tablet” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Contact<\/p>\n [\/et_pb_text][et_pb_text admin_label=”Titre – H2″ module_class=”Titre_40″ _builder_version=”4.25.0″ _module_preset=”default” text_orientation=”center” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n [\/et_pb_text][et_pb_text admin_label=”Texte” _builder_version=”4.25.1″ _module_preset=”default” text_text_color=”#d2d4ec” text_font_size=”21px” text_line_height=”35px” text_orientation=”center” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Contact us today and find out how we can work together to make your company’s digital future a reality.<\/p>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/www.sqorus.com\/en\/contact\/” button_text=”Contact SQORUS” button_alignment=”center” module_class=”Bouton fond_orange” _builder_version=”4.25.2″ _module_preset=”default” custom_margin=”30px||||false|false” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.5″ custom_margin=”10%||||false|false” custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n [\/et_pb_text][dsm_faq dsm_make_accordion_toggle=”on” dsm_open_faq_item=”on” dsm_enable_schema_markup=”on” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″][dsm_faq_child dsm_title=”What are the main priorities for HRDs in 2026?” dsm_content=”<\/p>\n According to the HRD Barometer 2026 , the top six priorities are: controlling social costs, talent and skills management, digital transformation and AI, employee mental health, regulatory compliance (salary transparency, career path interview) and strengthening the employer brand.<\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″ sticky_enabled=”0″][\/dsm_faq_child][dsm_faq_child dsm_title=”What is pay transparency and when does it apply?” dsm_content=”<\/p>\n European Directive 2023\/970 on pay transparency must be transposed into French law by June 7, 2026. It requires organizations to communicate salary ranges to job applicants, publish indicators on pay differentials, and respond to employees' requests for information on their remuneration criteria. <\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″ sticky_enabled=”0″][\/dsm_faq_child][dsm_faq_child dsm_title=”How should HR managers approach artificial intelligence?” dsm_content=”<\/p>\n AI offers considerable opportunities for automating repetitive tasks and improving HR management. But its adoption must be accompanied by clear governance: ethical charter, steering committee, training for HR teams and managers. Without a formalized framework, the risks of algorithmic bias and GDPR non-compliance are significant. <\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″ sticky_enabled=”0″][\/dsm_faq_child][dsm_faq_child dsm_title=”Why has the employee experience become a strategic priority?” dsm_content=”<\/p>\n The employee experience directly conditions commitment, loyalty and performance. Against a backdrop of talent shortages and heightened competition to attract qualified profiles, organizations that invest in the employee experience stand out in the long term. The National Employee Experience Barometer 2025 establishes a direct correlation between employee experience and economic growth. <\/p>\n ” _builder_version=”4.27.6″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” parentOrderClass=”dsm_faq_0″ sticky_enabled=”0″][\/dsm_faq_child][\/dsm_faq][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Section” _builder_version=”4.18.0″ _module_preset=”default” global_module=”12729″ saved_tabs=”all” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Digitization is turning HR management upside down: technological innovations, new issues and multiple challenges for HR managers.<\/p>\n","protected":false},"author":27,"featured_media":6341,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","_ayudawp_aiss_exclude":false,"_ayudawp_aiss_summary":"","_ayudawp_aiss_summary_provider":"","_ayudawp_aiss_summary_hash":"","footnotes":""},"categories":[407],"tags":[],"metiers":[226],"sujet":[217],"class_list":["post-9002","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-strategy-transformation","metiers-hr","sujet-advisory-en"],"acf":[],"yoast_head":"\nThe digital transformation of the company, inevitable and beneficial<\/h2>\n
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Compliance with labor regulations, mandatory and complex<\/h2>\n
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It is up to HR to implement these measures according to a precise timetable, and to anticipate the impact on their recruitment, payroll and career management processes.<\/li>\n<\/ul>\nSalary management with the start of the withholding tax<\/h2>\n
Social networks, a recruitment and communication tool<\/h2>\n
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The quality of working conditions to be optimized<\/h2>\n
Security and confidentiality of personal data<\/h2>\n
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the appointment of a Data Protection Officer (DPO)\n<\/li>\n<\/ul>\nRespect for diversity and professional equality<\/h2>\n
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Recruitment, training and follow-up of employees<\/h2>\n
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Conclusion: the HR function, the strategic pivot of transformation <\/h2>\n
How do you successfully implement an HRIS project in your company?<\/h2>\n
A project? A request?A question?<\/h2>\n
FAQ – Today’s HR issues<\/h2>\n
See also our feature on “HR strategy management tools”. <\/h3>\n
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