{"id":148596,"date":"2025-08-20T15:13:13","date_gmt":"2025-08-20T15:13:13","guid":{"rendered":"https:\/\/www.frazerjones.com\/?p=148596"},"modified":"2026-05-14T09:19:33","modified_gmt":"2026-05-14T09:19:33","slug":"how-digital-fluency-and-hr-operations-are-reshaping-senior-hr-careers","status":"publish","type":"post","link":"https:\/\/www.frazerjones.com\/nl\/hiring-advice\/leadership\/how-digital-fluency-and-hr-operations-are-reshaping-senior-hr-careers\/","title":{"rendered":"How digital fluency and HR operations are reshaping senior HR careers"},"content":{"rendered":"\n<div class=\"wp-block-columns alignwide post-content-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p>In a recent conversation between Frazer Jones\u2019 Nick Croucher and James Baker, the evolving landscape of senior HR careers came into sharp focus. From the rise of digital transformation and automation to the strategic importance of HR operations, the discussion revealed how HR leaders are adapting to a market shaped by technological advancements, shifting expectations and a renewed focus on employee experience.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"How digital fluency and HR operations are reshaping senior HR careers | Frazer Jones\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/gJjxmAxz0Zg?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-movement-at-the-top-curiosity-change-and-agility\">Movement at the top: curiosity, change and agility<\/h2>\n\n\n\n<p>At the CHRO and CPO level, organisations are showing increased confidence and a desire to advance their HR strategy. Many HR professionals are reconsidering their career paths, opting for roles in more agile environments rather than waiting for top positions in large multinationals. This reflects a broader trend of adaptability and strategic decision-making among senior leaders.<\/p>\n\n\n\n<p>Nick described a \u201cgrowing sentiment of movement,\u201d with organisations recognising the need for change and senior leaders feeling ready for something new. There\u2019s a noticeable shift toward talent acquisition strategies that prioritise agility, transformation and impact.<\/p>\n\n\n\n<p>This curiosity is driving a wave of data-driven conversations at the C-suite level. Leaders are asking: What\u2019s out there? Are people moving? What would captivate someone to change roles right now? These questions reflect a deeper interest in how HR functions can evolve to meet new business demands.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-hrlt-and-the-rise-of-digital-capability\">HRLT and the rise of digital capability<\/h2>\n\n\n\n<p>At the HR leadership team (HRLT) level, James highlighted a surge in demand for professionals with strong digital literacy and experience in HR technology. Organisations are seeking individuals who have led HRIS implementations, driven change management initiatives and can leverage AI tools and algorithms to optimise HR processes.<\/p>\n\n\n\n<p>This shift is not just about tools, it\u2019s about competencies. The ability to use data analytics and digital tools to enhance employee engagement, streamline performance management and support workforce planning is becoming essential. As James noted, \u201cThere\u2019s such a great acceleration around this need for expertise in AI tools that can really drive tangible value.\u201d<\/p>\n\n\n\n<p>Looking ahead, the future of HR will be shaped by leaders who embrace continuous learning, upskilling and reskilling to stay ahead of the curve. These capabilities are already influencing data-driven decision-making and helping HR teams align more closely with business goals.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-hr-operations-the-new-strategic-partner\">HR operations: the new strategic partner<\/h2>\n\n\n\n<p>One of the most compelling themes was the transformation of HR operations into a critical role within the HR function. Once seen as a back-office necessity, it\u2019s now a hub for automation, digital HR initiatives and real-time optimisation of systems and processes.<\/p>\n\n\n\n<p>James and Nick discussed how HR operations is often the largest holder of HR budgets and where HR departments are investing in new technologies like generative AI, chatbots and self-service platforms. These tools are helping organisations streamline operations and improve employee satisfaction, but only if the underlying systems are properly optimised.<\/p>\n\n\n\n<p>James pointed out that many organisations are still \u201cbuilding on top of a wobbly foundation\u201d when it comes to HR systems. Until those systems are fully utilised, the promise of AI-powered solutions remains limited. This underscores the importance of strong HR management and the need for HR teams to focus on foundational excellence before layering on innovation.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-career-development-through-hr-operations\">Career development through HR operations<\/h2>\n\n\n\n<p>For HR professionals looking to grow, HR operations offers a unique opportunity to gain exposure to technology, team leadership and strategic delivery. It\u2019s also one of the few areas where senior leaders can manage large teams, especially in today\u2019s matrixed models where business partner roles often lack direct reports.<\/p>\n\n\n\n<p>James noted that HR operations is \u201cone of the hot areas\u201d for gaining hands-on experience with automation, AI and digital transformation. It\u2019s also a space where leaders can develop new skills, close skills gaps and build a roadmap toward future leadership roles.<\/p>\n\n\n\n<p>Whether through training programmes, cross-functional projects or targeted interventions, this part of the HR function is becoming a proving ground for the next generation of HR leaders.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-global-hr-translating-strategy-across-borders\">Global HR: translating strategy across borders<\/h2>\n\n\n\n<p>James also shared insights from his recent meetings in New York and Washington DC, where US law firms are expanding into Europe and Asia-Pacific. These firms are looking for HR professionals who can act as strategic partners, translating global strategy into local execution while navigating cultural nuances.<\/p>\n\n\n\n<p>This \u201ctranslation\u201d capability is vital for firms managing human capital across regions. It requires not just language fluency, but a deep understanding of HR roles, interventions and stakeholder expectations in different markets. James described this as the ability to \u201cwork with a US-led firm and understand how to operate across the UK, Europe and Asia-Pacific.\u201d<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-the-broader-impact-wellbeing-retention-and-onboarding\">The broader impact: wellbeing, retention and onboarding<\/h2>\n\n\n\n<p>As firms scale and evolve, the pressure on HR teams to support employee wellbeing, drive retention and improve onboarding is growing. James noted that many US firms are now asking: How do we look after our people? How do we ensure they don\u2019t burn out? These questions are central to building sustainable talent management strategies.<\/p>\n\n\n\n<p>To attract and retain top talent, organisations are increasingly looking beyond traditional HR models. They\u2019re investing in training programmes, bringing in expertise from outside the legal sector and using metrics to measure impact across the employee lifecycle.<\/p>\n\n\n\n<p>This shift also raises important ethical considerations. As artificial intelligence becomes more embedded in HR processes, leaders must ensure that tools are used responsibly, transparently and in ways that support, not replace, human decision-making.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-final-thoughts-disruption-opportunity-and-leadership\">Final thoughts: disruption, opportunity and leadership<\/h2>\n\n\n\n<p>The conversation made it clear: HR operations is now one of the most disruptive spaces in human resources. It offers opportunities for HR leaders to manage large teams, lead digital transformation and drive strategic impact. For those planning their next move, gaining exposure to HR operations, automation and AI-powered tools is no longer optional, it\u2019s essential.<\/p>\n\n\n\n<p>As organisations continue to evolve, the demand for data-driven, digitally fluent and globally minded HR professionals will only grow. Whether it\u2019s through training programmes, case studies, or hands-on experience, the path forward is clear: embrace change, invest in new skills and help shape the next chapter in the future of HR.<\/p>\n\n\n\n<p>And if your LinkedIn feed is anything like ours, it\u2019s already full of tools promising to revolutionise your workflow. But as James reminded us, the real transformation starts with getting the basics right and building from there.<\/p>\n\n\n\n<script charset=\"utf-8\" type=\"text\/javascript\" src=\"\/\/js-eu1.hsforms.net\/forms\/embed\/v2.js\"><\/script>\r\n<script>\r\n  hbspt.forms.create({\r\n    region: \"eu1\",\r\n    portalId: \"26669168\",\r\n    formId: \"91651939-2b79-4991-a2e0-138e948898c2\"\r\n  });\r\n<\/script>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:25%\">\n\t<div class=\"hd-block hd-block-author\" id=\"block_8c747dc457dfcfcc641a36b2ea81d56e\">\n\n\t\t<div class=\"eyebrow-group\">\n\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Author<\/h3>\n\t\t<\/div>\n\n\t\t<div class=\"cards cards--people\">\n\n\t\t\t\n<div class=\"card card--person post-1799 hd_person type-hd_person status-publish has-post-thumbnail hentry hd_person_experience_focus-executive-search hd_person_sector-consumer-retail-hospitality hd_person_sector-government-and-non-profit hd_person_sector-manufacturing hd_person_sector-pharma-life-sciences hd_person_sector-tech-media-telecoms hd_person_seniority-partner hd_person_specialism-hr hd_person_location-germany hd_person_location-ireland hd_person_location-uk hd_person_location-us\" id=\"block_8c747dc457dfcfcc641a36b2ea81d56e-person-1799\">\n\n\t<div class=\"card--person__inner\">\n\n\t\t\n\t\t\t<figure class=\"card__image-wrapper\">\n\t\t\t\t<a href=\"https:\/\/www.frazerjones.com\/nl\/consultants\/nick-croucher\/\"><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"300\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2022\/04\/Nick-Croucher-300x300.jpg\" class=\"card__image test\" alt=\"\" sizes=\"(max-width: 600px) 100vw, (max-width: 781px) 50vw, (max-width: 1023px) 40vw, (max-width: 1200px) 25vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2022\/04\/Nick-Croucher-300x300.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2022\/04\/Nick-Croucher-150x150.jpg 150w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2022\/04\/Nick-Croucher-768x768.jpg 768w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2022\/04\/Nick-Croucher.jpg 1000w\" \/><\/a>\t\t\t<\/figure>\n\n\t\t\t\t\t\t<div class=\"card__titles\">\n\t\t\t\t\t\t\t<h2 class=\"card__title\"><a href=\"https:\/\/www.frazerjones.com\/nl\/consultants\/nick-croucher\/\">Nick Croucher<\/a><\/h2>\n\t\t\t\t\t\t\t\t<h3 class=\"card__subtitle\"><a href=\"https:\/\/www.frazerjones.com\/nl\/consultants\/nick-croucher\/\">Managing Director | Head of UK, US and Europe<\/a><\/h3>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__location\">Germany, Ireland, UK, US<\/div>\n\t\t\t\t\t\t<div class=\"card__email\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--email\" href=\"mailto:nickcroucher@frazerjones.com\">nickcroucher@frazerjones.com<\/a>\n\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__tel\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--tel\" href=\"tel:+442073322169\">+44 20 7332 2169<\/a>\n\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__linkedin\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--linkedin\" target=\"_blank\" href=\"https:\/\/www.linkedin.com\/in\/nicholascroucher\/\">Connect<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t<\/div>\n\n<\/div>\n\n\n\t\t<\/div>\n\n\t<\/div>\n\n\t\n\n\n\t<div class=\"hd-block hd-block-jobs is-style-reduced is-template- alignwide\" id=\"block_2a78e4a3195c26e42dbd50612ba42490\" style=\"\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Jobs<\/h3>\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--jobs\">\n\n\t\t\t\n<div class=\"card card--job post-177790 job_listing type-job_listing status-publish hentry\" id=\"block_2a78e4a3195c26e42dbd50612ba42490-job-177790\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/job\/part-time-hr-advisor-177790\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Logistics\/supply chain<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Permanent<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Part Time HR Advisor<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">HR Advisor (Part-Time &#8211; 25 Hours) | SME Environment | Flexible Working We&#8217;re working with a fantastic, well-established SME to find a proactive HR Advisor who&#8217;s looking for a varied, hands-on role in a genuinely supportive and collaborative business. This is an opportunity to join a company where people love working &#8211; reflected in their [&hellip;]<\/div>\n\t\t\t\n\t\t<ul class=\"meta__list meta-list--icons\">\n\n\t\t\t\t\t\t\t<li class=\"card__salary meta__item\"><span class=\"meta__item-label\">Salary<\/span> <span class=\"meta__item-value\">Up to GBP37500 per annum + Pro-Rated<\/span><\/li>\n\t\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">3 uur geleden geplaatst<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\n\t\t<p class=\"card__read-more\">Read more<\/p>\n\n\t<\/a>\n\n<\/div>\n<div class=\"card card--job post-177785 job_listing type-job_listing status-publish hentry\" id=\"block_2a78e4a3195c26e42dbd50612ba42490-job-177785\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/job\/people-advisor-177785\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Engineering\/manufacturing\/industrial<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Permanent<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">People Advisor<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">I am partnering with a manufacturing client based in Weston-Super-Mare, to help them recruit a People Advisor. This is a site-based role and an excellent opportunity for a driven HR professional to take on a varied, hands-on position within a fast paced and growing environment. As the People Advisor, you will deliver a comprehensive, operational [&hellip;]<\/div>\n\t\t\t\n\t\t<ul class=\"meta__list meta-list--icons\">\n\n\t\t\t\t\t\t\t<li class=\"card__salary meta__item\"><span class=\"meta__item-label\">Salary<\/span> <span class=\"meta__item-value\">GBP30000 &#8211; GBP40000 per annum<\/span><\/li>\n\t\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">4 uur geleden geplaatst<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\n\t\t<p class=\"card__read-more\">Read more<\/p>\n\n\t<\/a>\n\n<\/div>\n\t\t<\/div>\n\t\n\t<\/div>\n\n\t\n\n\n<div class=\"wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\"><\/div>\n<\/div>\n<\/div>\n\n\n\n\t<div class=\"hd-block hd-block-posts is-template-grid alignwide\" id=\"block_140da77d1b38474bdee4872ebe03f359\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h2 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Featured Content<\/h2>\n\t\t\t\t\t\t\t\t\t\t<div class=\"wp-block-button is-style-arrow eyebrow-group__button\">\n\t\t\t\t\t\t<a class=\"hd-block-posts__button button wp-block-button__link eyebrow-group__link\" href=\"#\">See all news<\/a>\n\t\t\t\t\t<\/div>\t\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--posts\">\n\n\t\t\t\n<div class=\"card card--post post-177483 post type-post status-publish format-standard has-post-thumbnail hentry category-career-advice category-hr category-market-insight category-us tag-hr tag-recruitment hd_author-jonathan-kirby\" id=\"block_140da77d1b38474bdee4872ebe03f359-job-177483\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/career-advice\/why-hr-middle-managers-are-the-most-overlooked-drivers-of-engagement\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/06\/Detail_Leader-sharing-content-on-laptop_shutterstock_2025930416-300x225.jpg\" class=\"card__image\" alt=\"Executive Assistants\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/06\/Detail_Leader-sharing-content-on-laptop_shutterstock_2025930416-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/06\/Detail_Leader-sharing-content-on-laptop_shutterstock_2025930416-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h3 class=\"card__title\">Why HR middle managers are the most overlooked drivers of engagement\u00a0<\/h3>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">juni 16, 2026<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">Contents Share When organizations talk about employee engagement, attention usually focuses on senior leadership setting the big picture strategy or frontline managers supporting teams in their daily work. Sitting between those two groups are\u00a0HR middle managers, a group that often has the greatest day to day influence on how engagement initiatives are experienced but receives [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\n<div class=\"card card--post post-174427 post type-post status-publish format-standard has-post-thumbnail hentry category-hr category-market-insight category-reward tag-hr tag-recruitment hd_author-alredo-lira\" id=\"block_140da77d1b38474bdee4872ebe03f359-job-174427\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/market-insight\/hr\/how-uncertainty-talent-and-data-are-redefining-executive-pay\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/05\/GettyImages-464372171-300x225.jpg\" class=\"card__image\" alt=\"Glass building\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/05\/GettyImages-464372171-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/05\/GettyImages-464372171-2048x1536.jpg 2048w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/05\/GettyImages-464372171-1024x768.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/05\/GettyImages-464372171-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h3 class=\"card__title\">How uncertainty, talent, and data are redefining executive pay<\/h3>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">mei 29, 2026<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">As the 2026 proxy season winds down, executive compensation discussions are rapidly changing. Pay design, talent retention, disclosure, and technology are no longer separate conversations; they\u2019re converging at the boardroom level. <\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\n<div class=\"card card--post post-173589 post type-post status-publish format-standard has-post-thumbnail hentry category-career-progression category-leadership hd_author-sean-tong\" id=\"block_140da77d1b38474bdee4872ebe03f359-job-173589\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/career-advice\/career-progression\/from-chro-to-the-boardroom-why-hr-leaders-make-exceptional-non-executive-directors\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/03\/Untitled-design-5-300x225.png\" class=\"card__image\" alt=\"HR leaders make exceptional Non-Executive Directors\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/03\/Untitled-design-5-300x225.png 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/03\/Untitled-design-5-1024x768.png 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2026\/03\/Untitled-design-5-768x576.png 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h3 class=\"card__title\">From CHRO to the boardroom: why HR leaders make exceptional Non-Executive Directors<\/h3>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">mei 20, 2026<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">Contents Share About Carmen Wee Carmen Wee is the Founder and CEO of&nbsp;Carmen Wee &amp; Associates, an HR advisory services firm. An accomplished Global CHRO with over 25 years of international business experience, Carmen has driven large-scale business transformation and change management within fast-growing organisations undergoing complex mergers and acquisitions. She has led large, multicultural [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\t\t\n\t\t<\/div>\n\n\t\t\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>In a recent conversation between Frazer Jones\u2019 Nick Croucher and James Baker, the evolving landscape of senior HR careers came into sharp focus. From the rise of digital transformation and automation to the strategic importance of HR operations, the discussion revealed how HR leaders are adapting to a market shaped by technological advancements, shifting expectations [&hellip;]<\/p>\n","protected":false},"author":44,"featured_media":148790,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"templates\/post-original.php","format":"standard","meta":{"_acf_changed":false,"_cn_metabox_post_checkbox_dont_send_once":false,"_cn_metabox_post_checkbox_dont_send_ever":false,"footnotes":""},"categories":[48,57,24,511],"tags":[630,477,72],"hd_author":[732],"class_list":["post-148596","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr","category-leadership","category-market-insight","category-technology","tag-executive-search","tag-recruitment-trends","tag-video","hd_author-nick-croucher"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.4 (Yoast SEO v25.4) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How digital fluency and HR ops are reshaping senior careers | Frazer Jones<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.frazerjones.com\/hiring-advice\/leadership\/how-digital-fluency-and-hr-operations-are-reshaping-senior-hr-careers\/\" \/>\n<meta property=\"og:locale\" content=\"nl_NL\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How digital fluency and HR operations are reshaping senior HR careers\" \/>\n<meta property=\"og:description\" content=\"In a recent conversation between Frazer Jones\u2019 Nick Croucher and James Baker, the evolving landscape of senior HR careers came into sharp focus. From the rise of digital transformation and automation to the strategic importance of HR operations, the discussion revealed how HR leaders are adapting to a market shaped by technological advancements, shifting expectations [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.frazerjones.com\/hiring-advice\/leadership\/how-digital-fluency-and-hr-operations-are-reshaping-senior-hr-careers\/\" \/>\n<meta property=\"og:site_name\" content=\"Frazer Jones\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/FrazerJonesRecruitment\/\" \/>\n<meta property=\"article:published_time\" content=\"2025-08-20T15:13:13+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-05-14T09:19:33+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Screenshot-2025-08-19-162818-1-1024x573.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta 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