The second half of 2025 is a make-or-break moment for HR.

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As we enter the second half of 2025, HR leaders face a defining moment. The pace of transformation is relentless from AI’s growing role in talent decisions to the urgency of retaining key people amidst economic pressure. For organizations that want to stay competitive and prepared for 2026, now is the time to act strategically, not reactively. Here are five high-impact HR actions you can take before the year ends each backed by real-world examples, key questions to ask your team, and insights to guide your next steps.

1. Reassess Workforce Planning

Why it matters:
Mid-year is the ideal time to review whether your current workforce structure aligns with shifting business goals. Economic shifts, AI adoption, and localized compliance changes may require a talent pivot.

Key actions:

• Audit current team capacity versus projected Q3/Q4 deliverables
• Identify underused skillsets and high-risk roles (e.g., turnover or redundancy risk)
• Involve business units in refining headcount forecasts

Real-world example:
A logistics firm in Jordan adjusted its hiring plans after Q2 AI tools replaced manual warehouse planning  they redeployed those team members into customer service roles using internal upskilling.

Question to ask:
Which roles are no longer essential, and which new roles are quietly emerging?

2. Accelerate Digital HR Transformation

Why it matters:
If your HR processes are still manual or fragmented, the second half of the year is the time to streamline. HR tech adoption is no longer just about efficiency — it’s about agility, data-driven insight, and employee engagement.

What to implement:

• Cloud-based HRIS systems (if not already in place)
• Automated onboarding workflows
• AI-powered performance and engagement tools

Micro case study:
A UAE-based healthcare company adopted a digital HR platform in July 2024. Within 6 months, they reduced onboarding time by 40% and saw a 30% increase in employee satisfaction through real-time feedback tools.

3. Double Down on Retention

Why it matters:
Retention is cheaper than replacement. As competitors ramp up Q4 hiring, you risk losing high performers especially those you've invested in developing.

Retention tactics to try now:

• Conduct a “stay interview” sprint: Why are your best employees staying?
• Run pulse surveys in July or August to detect early disengagement
• Use internal mobility strategies to offer meaningful career growth

Pro tip:
Incorporate behavioral and cognitive assessments early in the hiring and promotion processes to improve long-term fit and reduce early attrition. Platforms like Zenithr Elevate help HR teams streamline this process with science-backed talent insights ensuring better matches and more sustainable growth paths.

Example:
A telecom company in Bahrain improved retention by 22% in nine months after creating internal learning hubs that helped sales employees transition into business development roles.

4. Start 2026 Hiring Plans

Why it matters:
Top performers won’t be on the market in December. Starting Q3 with a clear hiring plan ensures you’re ahead of the curve and not competing in a crowded Q4 market.

Tips:

• Build talent pipelines before roles open
• Use HRIS data to forecast which departments will grow in 2026
• Refresh your employer brand — July is a great time to launch EVP campaigns

Quick win:
Form partnerships with universities or learning platforms to access January 2026 graduates. Focus on roles that highlight innovation, purpose, and long-term growth.

5. Align HR with ESG and DEI Goals for 2025 Reporting

Why it matters:
Sustainability and inclusion are now core business imperatives not just PR or compliance checkboxes. They influence how investors, customers, and job seekers perceive your brand.

Integration ideas:

• Include ESG/DEI metrics in Q3 performance conversations
• Use DEI dashboards to share board-level progress
• Collaborate with CSR teams on community-focused hiring initiatives

Highlight:
Companies with strong ESG and DEI practices retain more Gen Z employees up to 15% more, according to McKinsey 2024. Culture matters more than ever.

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Supporting Nationalization While Attracting Top Talent

How can HR support nationalization goals and still attract top talent?
By aligning data-driven hiring with development programs that support local talent progression and using platforms like Procapita Hub to benchmark national workforce indicators.

Best practices include:

• Integrating local hiring into your talent acquisition strategy
• Creating career development plans that support internal growth
• Highlighting success stories in your employer brand campaigns

This balance strengthens compliance, builds workforce sustainability, and enhances your reputation as a purpose-driven employer.

Moving Forward with Purpose

The second half of the year isn’t just a continuation it’s a chance to reset. HR leaders who take bold, data-informed action now will position their organizations to thrive in 2026 and beyond.

At Procapita Group, we support companies across the region through strategic advisory, audit, and talent services. Whether you’re rethinking workforce planning, improving retention, or aligning HR with business strategy, our teams are here to help you lead with clarity and confidence.

Start planning smarter, with Procapita Group.

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FAQ's:

1. When should we start planning for 2026 hiring?
Start in Q3 to avoid last-minute rushes. Early planning gives you access to stronger candidates and better alignment with business needs.

2. How can we improve employee retention before the end of the year?
Conduct stay interviews, check engagement levels, and offer internal growth opportunities.

3. What’s one quick win to upgrade our HR operations?
Automate a manual HR process like onboarding or performance reviews to save time and improve the employee experience.

4. How do we balance nationalization with hiring top talent?
Use tools like Procapita Hub to track workforce trends and create development plans for local talent alongside new hires.

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