🧠 Why Gen Z Has HR Departments Scrambling

Hi there! 👋 

This edition is all about understanding the human side of the workforce, especially its youngest members.

Gen Z is reshaping expectations around flexibility, mental health, and meaning at work—and HR leaders are under pressure to keep up. But while companies scramble to meet these demands, a quieter crisis is unfolding: young American men are reporting record levels of loneliness and stress, far above global norms.

⬇️ Upcoming in this issue

• 🧭 Finding the Right HR Software Doesn’t Have to Be a Full-Time Job

• 🧠 Why Gen Z Has HR Departments Scrambling 

• 🤖 Why HR Managers Might Be Safer From AI Than You Think

• 🧩 DEI Isn’t Going Anywhere, And Here’s Why It Shouldn’t

• 🧠 The Loneliness Crisis HR Can’t Ignore

📰 Latest in HR News

• TikTok Layoff Memo Sent Out to Workers—Fresh Cuts Are Coming

• Ex-employees of Blake Lively's Preserve business allege misconduct

• What might the UK-EU summit’s talent agreements mean for HR?

• Uber’s sabbatical shift opens new front in employer crackdown on worker flexibility

🧭 Finding the Right HR Software Doesn’t Have to Be a Full-Time Job

Most HR leaders don’t have the time to research every HR software option out there. That’s where SSR’s free HR software matching service comes in—offering quick, expert guidance to help you choose the right tool and move forward with confidence.

Key Insights

• 💡 It’s not just another list. SSR Advisors give 1:1 guidance and match you with 2-3 tools that fit your exact needs and budget.

• 🙅‍♀️ No pressure, no spam. This isn’t a sales call. It’s real advice, tailored to your HR stack.

• ⏱️ Save time and sanity. HR leaders use the service to skip hours of research and avoid costly missteps.

• 🎯 Built for decision-makers. Whether you’re evaluating an ATS, HRIS, or performance tool, this service was made for people who need answers, not more confusion.

Try the free HR software advisor service here

🧠 Why Gen Z Has HR Departments Scrambling

Managing this tech-savvy, purpose-driven, and emotionally fluent generation is proving to be a high-stakes challenge for HR leaders.

As the youngest employees cycle quickly in and out of roles, companies are being forced to rethink everything from mental health support to digital engagement—and, more importantly, how to build trust with a generation that insists on authenticity.

Key Insights

• ⚖️ Work-life balance is a baseline expectation, not a perk.
  Gen Z wants flexibility with teeth—hybrid work, no guilt for unplugging, and clear respect for personal time.

• 🧘 Mental health isn’t a bonus benefit—it’s essential.
  This generation brings their emotional lives to work, expecting personalized, holistic wellbeing support—not generic step challenges.

• 📲 Tech is not just a tool—it’s the workplace.
  From hiring to benefits access, if it’s not mobile and seamless, Gen Z may not even bother using it.

• 🌱 Authenticity isn’t optional—it’s make-or-break.
  Gen Z does the research. If your company values aren’t visible in action, expect skepticism—and a hard pass.

read the full 1,364-word article here

🤖 Why HR Managers Might Be Safer From AI Than You Think

There’s a growing fear across industries that generative AI could edge out entire job categories—but not all roles are equally vulnerable. HR managers, it turns out, may have more staying power than expected.

Key Insights

• 🛡️ HR managers are at minimal risk of AI disruption.
  The ILO classifies their exposure as low, with most tasks showing limited automation potential despite growing AI adoption.

• 💸 Payroll clerks face the highest AI threat in HR.
  Unlike HR managers, payroll clerks sit in the most exposed category due to their repetitive, rule-based tasks.

• 👩 Women’s jobs are significantly more exposed to GenAI.
  41% of female-held jobs are exposed to AI, with 9.6% at the highest risk level—double that of male employment.

• 🔄 Transformation, not replacement, is the likely outcome.
  Rather than eliminate roles, GenAI will shift how work is done—requiring proactive policy and upskilling strategies.

read the full 543-word article here

😄 Comic Relief (HR Edition)

🧩 DEI Isn’t Going Anywhere—And Here’s Why It Shouldn’t

At every HR event lately, it’s clear that DEI isn’t fading quietly, it’s evolving under pressure. With political backlash and shifting corporate strategies in the spotlight, HR leaders are re-evaluating how to define and deliver real inclusion.

Key Insights

• 🧠 DEI isn’t about exclusivity—it’s about better outcomes for everyone.
  Panelists stressed DEI’s true purpose: improving workplace experiences across the board, not favoring specific groups.

• 🏛️ Meritocracy must be seen through a historical lens.
  Leaders argued that current systems were built for a narrow demographic—real fairness means acknowledging unequal starting points.

• 🧩 People feel excluded from DEI—often because it’s not communicated well.
  From extremist groups to average employees, exclusion often stems from misunderstanding. Inclusive language is critical to bridge gaps.

• ⚖️ Progress requires rethinking criteria, not just intentions.
  DEI success depends on examining how we define talent and teaching teams to apply more inclusive, transparent standards.

read the full 1,062-word article here

🧠 The Loneliness Crisis HR Can’t Ignore

Loneliness may not show up in performance reviews, but it's becoming a quiet disruptor in the workforce, especially among young American men.

Young men are reporting higher levels of emotional disconnection and daily stress than peers both domestically and globally.

Key Insights

• 📉 U.S. men aged 15–34 are lonelier than both young women and older peers.
  25% feel lonely daily—7 points higher than OECD peers, and 8 points above other U.S. age groups.

• 💥 Stress and worry levels are alarmingly high among this group.
  57% report daily stress, and 46% feel worry—both exceeding national and global averages by a wide margin.

• 🌍 The U.S. has the widest youth loneliness gap in the OECD.
  Unlike other high-income nations, U.S. men report a sharper drop in emotional wellbeing compared to the broader population.

• 🚨 For HR, this signals a need for targeted mental health support.
  Persistent loneliness cuts into engagement and satisfaction—raising flags for turnover, trust, and long-term performance.

read the full 660-word article here

Sophia Bennett | Editor-in-Chief | HR Insights Today