Your people strategy is key to your long-term success. This has always been the case, but it’s even more true in an age of AI, where you will need flexible, forward-thinking talent to help achieve your strategic goals.

Many businesses are going through a period of transformation right now, with dramatic changes in the way we work, the way we hire, and the way we plan for the future. But what about the way we lead? Are we doing everything to ensure that managers have the tools they need to guide their teams into the future?

The holidays are quickly approaching, budget and planning sessions are in full swing, and January 1st will be here before you know it. The end of the year is the perfect time to wrap up any of those outstanding tasks you put off during the year and get a great start to the New Year in 2026.

Hiring is shifting fast as AI, pay transparency, and changing candidate expectations reshape the market. This guide will help you align recruiting with strategic workforce planning, build skills-based talent pipelines, adopt AI responsibly, and create transparent candidate experiences. These insights paint a clear picture of what modern, high-impact recruiting will require in 2026 and the years ahead.

Senior HR and C-suite leaders are finalizing their 2026 plans in the middle of rapid change in AI, compliance, and employee wellbeing. These eight questions are designed to help you thoughtfully pressure-test your readiness, surface gaps in total rewards, and better align your culture, skills, and governance. You’ll also find clear to-dos and helpful links to make it easier to turn well-intentioned plans into real progress for your people and your organization.

A practical, people-first career development strategy is one of the most effective ways to close today’s AI-era skills gaps while boosting retention and performance. By building and maintaining a clear skills library, conducting regular skills audits, and creating individualized development plans supported by multimodal learning options, HR and business leaders can provide employees with a transparent path to growth. When all of this is reinforced with thoughtful change management and continuous employee feedback, career development becomes a true competitive advantage.