Why HR systems and HRIS roles are booming – and what it means for your HR strategy

As the HR function becomes increasingly digital and data-led, demand is rising for professionals who can bridge operations, systems, and strategy. In a recent conversation, Frazer Jones consultants Aseel and Anton unpacked the growing intersection between HR operations and HRIS – and what it means for HR leaders, teams, and businesses today.

The rise of hybrid HR roles

Anton and Aseel are currently working on numerous mandates that cover both HR operations and HR systems. “It’s either a Head of HR Operations who has oversight of systems and the data perspective,” Anton explained, “or an HR systems specialist who’s managing the full HR operations workflow – from hire to retire.”

This growing overlap is shaping a new type of HR professional – one who understands both operational workflows and the functionality of human resource information systems (HRIS). These hybrid roles are crucial for enabling smarter decision-making, ensuring consistency, and improving the overall employee experience.

Organisations are looking for talent who can support HR services such as onboarding, succession planning, performance reviews, and record-keeping – not just with process knowledge, but with systems that scale.

A shift in what businesses value

Organisations are upgrading internal capabilities, with an increasing focus on data management, automation, and strategic planning. This shift is part of a broader move to improve operational efficiency, reduce manual administrative tasks, and optimise HR software to deliver value across the employee life cycle.

“It’s never been more important for an organisation to achieve their strategic goals by having the right people in place from a systems and operations perspective,” Aseel noted. That includes people who can lead transformation initiatives, guide providers through implementations, and align HR tech with human capital management outcomes.

But it’s not just about technology. HR teams are now expected to turn HR data into actionable insights. “It’s been about HR data or HR reporting,” Aseel said. “But there’s been a big upward trend moving towards HR insights… storytelling, and actionable insight.”

This shift requires systems professionals who can collect and present real-time data in ways that engage business stakeholders. “You put it into a visual format, then tell a story about that data… and bring it to life,” Anton added. It’s part of a broader push to connect HR processes, data-driven leadership, and workforce management.

The role of leadership in driving HRIS success

For HR technology to truly add value, it has to be championed at the top. “It starts with a data-happy CEO or CFO who prioritises data from the very get-go,” Anton explained. That mindset trickles down to HR departments and enables the effective rollout of tools like engagement surveys, performance management systems, and benefits platforms.

From employee records to bonus schemes, nearly every element of the employee life cycle is now powered by HR systems. “All of that stuff starts on the system,” Anton noted. And without clarity or consistency, retention and employee satisfaction suffer. “What upsets employees most is inconsistent decision-making,” Aseel added – and that’s where structured HRIS software makes a difference.

Whether it’s improving outcomes for new hires or supporting career pathways for top talent, today’s HR systems help organisations create a more consistent and equitable work environment.

Making data meaningful

Modern HRIS professionals are not just administrators. They are storytellers, analysts, and change agents. They help organisations move away from intuition-based decision-making towards consistency, fairness, and transparency – using self-service tools, automation, and cloud-based platforms to streamline HR functions and workflows.

“They need to make data sexy for business leaders,” Aseel said. That means presenting metrics in compelling ways, promoting data-led HR strategy, and showing how informed decisions can improve both employee engagement and organisational performance.

These advancements in artificial intelligence and predictive analytics mean HRIS teams must manage sensitive employee information securely and responsibly – while still enabling agility in areas like talent management and workforce planning.

HR systems are no longer a ‘nice to have’

The market is responding. As Anton pointed out, “We both saw the article about the current systems market worth being about 40 billion – and over the next seven years, it’s projected to reach 80 billion.” HRIS systems are no longer passive databases or electronic filing cabinets. They’re strategic enablers, embedded into the fabric of modern HR management.

Whether used to support HR initiatives, track employee performance, or deliver data insights during a workday, the human resource management system (HRMS) has become essential infrastructure. And demand is booming. “You’ve never been busier,” Anton said to Aseel. “Your specialist skillset has never been in more demand.”

This reflects a broader trend: the best HR professionals today aren’t just functional experts – they understand how HR technology supports business needs and drives value. They also know how to work across job roles and partner with providers to ensure systems are both scalable and user-friendly.

What does this mean for HR professionals?

If you work in HR systems, operations, or HR technology, now is the time to connect – whether through LinkedIn, industry events, or peer networks. Employers are actively looking for people who understand how to align HRIS with HR strategy, who can manage complex workflows, and who are driven by curiosity, not just configuration.

“I’m just really interested in hearing from systems professionals… what they’re currently doing, what they’re enjoying, what wakes them up in the morning,” Aseel said.

As HRMS, HCM, and HRIS platforms continue to evolve, professionals who can implement, scale, and optimise these tools – while turning employee data into strategic decisions – will be at the forefront of the future of HR.