The future of work has stopped being a distant subject. It already shapes strategic decisions in the present, particularly within HR. With every technological advance, new expectations arise for companies, leaders and professionals. According to recent LinkedIn reports, 2026 should mark a turning point for the function, driven by more intensive use of artificial intelligence and by the search for balance between technology and human relationships.
That advance does not happen without tension. Research cited by Gabriela Teixeira in December found that 52.4% of HR professionals feel pressure to work with artificial intelligence. At the same time, data from Caju indicates that most workers see the technology as supporting human work rather than threatening it.
That contrast helps explain where HR stands today. There are clear opportunities, but also challenges that require preparation, a reading of context and constant adaptation. In that landscape, companies attentive to the trends gain an advantage, following the changes so they can guide decisions with more confidence.
Artificial intelligence takes a central place in HR
In recent years, artificial intelligence has begun to support processes such as CV screening, data analysis and the automation of operational tasks. From 2026 onwards, according to LinkedIn, that role is likely to become more strategic still.
AI-based tools should support turnover forecasting, skills mapping, performance analysis and workforce planning. HR therefore comes to operate in a more analytical, data-driven way.
At Hprojekt we follow that shift closely. The company monitors market studies, global reports and technological advances in order to apply solutions aligned with each client's reality. Even so, technology never replaces human analysis. It supports decisions, but it does not remove the need for a critical, contextual eye.
The finding that more than half of HR professionals feel pressured by the use of AI reinforces that caution. The technology is advancing quickly, but people's readiness needs to keep pace.
Behavioural skills carry even more weight
While technology evolves, LinkedIn points out that behavioural skills continue to gain relevance. Communication, adaptability, empathy, critical thinking and collaboration become essential in environments that are increasingly dynamic and digital.
That is because repetitive tasks tend to be automated, while people move into more complex decisions. For HR, that landscape requires changes in selection processes and in how talent is developed.
At Hprojekt that view is already part of the practice. Beyond technical competence, our processes consider cultural alignment, adaptability and growth potential — decisive factors in hires that hold up over the medium and long term.
The balance between technology and human experience becomes a priority
Despite the advance of artificial intelligence, one of LinkedIn's main predictions is clear. What will set companies apart is the balance between technology and human experience. In 2026 it will not be enough to adopt modern tools. They will have to be used consciously and in line with the organisation's culture.
The research cited earlier reinforces that point. Even with some HR professionals feeling under pressure, most workers see AI as an ally. That indicates openness to the technology, provided it is applied with transparency, ethics and purpose.
Hprojekt works at exactly that point of balance, combining data, technology and human sensitivity to support decisions that are fairer, more efficient and more sustainable.
What these predictions mean for HR in practice
Looking at these trends together, it is clear that HR in 2026 will be more analytical, more strategic and also more human. The function will need to master technology without losing empathy, interpret data without ignoring context and make decisions with more responsibility.
Companies and consultancies that follow those changes, as Hprojekt does, are better able to support their clients through the process, helping turn pressure into opportunity and adaptation into results.
Conclusion
LinkedIn's predictions and recent research data show that the future of work will be built on balance. Artificial intelligence will keep advancing, but its positive impact will depend on how companies and professionals choose to use it.
In 2026, the HR function that makes a difference will be the one capable of bringing together technology, data and human sensitivity in a clear and consistent strategy. Hprojekt remains attentive to that shift, connected to the trends and ready to support companies in building the future of work, starting now.