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FEBRUARY 2025
In early 2025 our President, Tom Wilson, sat down with Katie Coupe, Chief People Officer at SeekOut, to kick off the year by discussing top HR trends for 2025, and how to create a high performance culture.
Katie also shared insights on the transformative power of AI in HR processes, and what it takes to lead through change with trust and transparency.
Click below for the full interview.
Katie Coupe has extensive experience in human resources both professionally and academically, in industries including manufacturing, retail and high growth technology. She has held significant leadership roles in HR at organizations such as BetterUp, serving as the company’s first Vice President of Human Resources, and is currently Chief People Officer, Interim at SeekOut. She is also a startup advisor and certified Co-Active Professional Coach, and started her own consulting practice in 2023. Katie attended Cornell University’s ILR School where she received both her undergraduate and Master’s degrees in Labor and Industrial Relations.
More HR Trends Insights:
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Here, we wanted to dive deeper into the themes explored in the interview, offering actionable insights and strategies to navigate the future of work.
The role of Human Resources is evolving faster than ever before. In a world marked by rapid technological advancements, shifting workforce dynamics, and a renewed focus on growth, People and HR leaders are no longer just administrators of HR policy—they are strategic drivers of organizational success. The demands on HR have never been greater; and neither have the opportunities.
We recently shared executive hiring predictions for 2025.
Here we explore four of the key HR trends of 2025 that Katie and Tom discuss in the interview.
A high-performance culture is no longer optional for organizations striving for sustainable success—it’s a business imperative. A true high performance culture goes beyond hitting targets; it encourages an environment where individuals are motivated, supported, and empowered to excel. It emphasizes collaboration, continuous learning, and innovation while holding everyone accountable for achieving shared goals.
This kind of culture doesn’t just happen by chance—it requires intentionality, clarity, and consistent reinforcement.
Defining Excellence: Excellence must be clearly defined for every role and department, outlining both the hard metrics (such as KPIs) and softer, behavior-based expectations like teamwork and innovation. This clarity helps align personal efforts with organizational goals.
Practice data-driven decision making to focus your efforts by:
Promoting Psychological Safety: Per Gallagher’s 2024 Workforce Trends Organizational Wellbeing Report,
Teams perform at their best when employees feel safe to share ideas, take risks, and even fail without fear of judgment. Leaders should actively promote openness and create an environment where every voice is valued.
Ongoing Development Conversations: Performance management must focus on consistent, meaningful conversations that provide real-time feedback, identify growth opportunities, and set actionable steps that align with long-term career aspirations.
Recognition and Rewards: Celebrating success is crucial to reinforcing desired behaviors and outcomes. A blend of formal programs and informal recognition helps create a sense of achievement across the organization. 2024 Workforce Trends data shows 81% of organizations offer service awards or employee recognition.
More HR Resources:
After a period of economic uncertainty, CEOs see a positive outlook. The EY-Parthenon Global Confidence Index shows CEO overall confidence up 73.5% in early 2025 with many anticipating company growth. With expansion on the agenda, 2025 is shaping up to be a busy year for Talent Acquisition.
As companies resume aggressive hiring, HR departments must pivot to meet a competitive talent market. From employer branding to workforce planning, strategic HR functions will be the key to seizing opportunities and positioning companies for success.
Strategic Workforce Planning: A clear understanding of where the business is heading is essential for HR to map out the skills and roles required in the future. Gartner rates strategic workforce planning as one of 2025’s top 5 HR priorities. Workforce plans must be flexible, data-driven, and ready to adapt to shifting priorities.
Employer Branding: In a competitive talent market, standing out requires a strong narrative.
Retention as a Competitive Advantage: The hiring process doesn’t end with onboarding. A 2024 US Workforce Trends Career Wellbeing study outlines factors that are key to retaining top talent in a competitive market including:
Upskilling and Reskilling: Investing in employee development not only fills immediate skills gaps but also helps build a high performance culture.
More HR and TA Resources for Hiring:
Artificial Intelligence is no longer a futuristic concept; it’s already reshaping HR departments worldwide. As noted in our 2025 Leadership Hiring Trends, while HR has lagged compared to some functions we believe it’s now set to catch up.
AI is transforming how organizations engage, and retain talent, while automating routine processes to free up time for strategic initiatives. Predictive analytics, AI-driven recruitment tools, and workforce planning platforms are empowering HR professionals to make data-driven decisions that were previously unimaginable.
Yet, with great power comes great responsibility—ethical considerations must guide the adoption of these tools.
Predictive Analytics: AI allows HR teams to forecast workforce trends by analyzing past and current data, helping identify attrition risks, predict the need for new roles, and optimize workforce allocation.
Cost Savings: Automating administrative tasks such as payroll, compliance reporting, and benefits management allows HR to focus on more strategic initiatives.
Employee Experience: Personalized, AI-driven learning platforms can recommend training tailored to each employee’s career goals, while real-time feedback tools provide insights into employee engagement.
Ethical Considerations: Regular audits, transparency in decision-making, and active bias mitigation assure that AI tools are used fairly and equitably.
More Resources for HR:
In a world marked by constant transformation, the ability to lead through change has become a critical skill for organizations. Per our recent leadership hiring trends and predictions, we often hear of it as a key requirement for c-suite candidates. Change can be daunting—and successful leaders are those who inspire trust, communicate transparently, and embrace a people-first approach.
Change leadership is no longer just about strategy; it’s about empathy, resilience, and fostering a culture that embraces uncertainty as an opportunity for growth.
Related Articles:
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Q: What defines a high-performance culture?
A: Clear expectations, ongoing feedback, psychological safety, and alignment with company values drive high performance.
Q: How can managers give better feedback?
A: Provide timely, specific, and actionable feedback through regular coaching-style conversations.
Q: How can success in culture-building be measured?
A: Use engagement surveys, pulse checks, and performance metrics to assess and refine efforts.
Q: How can companies prepare for aggressive hiring?
A: Identify critical skills, strengthen employer branding, and leverage AI to streamline hiring.
Q: How can skills gaps be addressed internally?
A: Upskilling, cross-training, and mentorship programs help build a future-ready workforce.
Q: Why is retention important for growth?
A: Retention minimizes disruption and costs while maintaining momentum in growth efforts.
Q: What are examples of predictive analytics in HR?
A: Forecasting turnover, identifying skills gaps, and planning workforce needs proactively.
Q: How does AI enhance employee experience?
A: AI personalizes learning, tracks engagement, and answers employee queries instantly.
Q: What improves communication during change?
A: Transparent messaging, realistic timelines, and opportunities for employee feedback.
Q: How is change success measured?
A: Track engagement, turnover, and productivity metrics, and collect employee feedback.
Frederickson Partners is a market leader in retained executive search since 1995. As one of the top-rated HR executive search and C-suite recruiting firms, we have expertise in placing Chief People Officers, Chief Human Resources Officers, Chief Diversity Officers, Chief Financial Officers, Chief Legal Officers and many other senior leaders. We draw on a broad network of rising and established executives and leaders, and a 28-year reputation as a talent acquisition and HR Advisory provider.