Back-to-Work 2025: HR challenges, data and KPIs for strategic HR leaders

Every September marks a strategic milestone for organizations. The back-to-work season 2025 is not just a return to operations: it represents a strategic moment where priorities are reassessed and future goals are shaped.

For HR leaders, this is the time to:

• re-mobilize teams after the summer break,
• realign HR priorities with business objectives,
• anticipate future workforce needs and organizational changes.
  
  

1. Rebuilding employee engagement and cohesion

One of the first HR challenges of the back-to-work season is to reignite employee engagement. After summer, employees often return with renewed energy but also new reflections about their career path.

HR leaders need to:

• provide clarity on collective priorities,

• reinforce managerial proximity and dialogue,

• create internal rituals such as kick-offs, seminars, or team events.

👉 An employee who finds meaning and clarity in September is more likely to stay engaged throughout the year.

2. Aligning business strategy and HR strategy

September is also a time of strategic decision-making. HR leaders must ensure that their roadmap supports the company’s vision. This includes:

• adapting training and upskilling plans,

• identifying key talents and managing internal mobility,

• strengthening employer branding to attract strategic profiles,

• deploying wellbeing and employee experience programs to foster retention.

➡️ The HR function must assert itself as a true strategic partner at the heart of business transformation.

3. Anticipating 2026 workforce needs today

The HR strategy cannot stop at 2025. The most effective HR leaders are already preparing for 2026 by launching long-term initiatives such as:

• predictive workforce planning and skills mapping,

• retention and loyalty strategies adapted to younger generations,

• diversity, inclusion, and international mobility programs,

• leveraging HR tech and AI to modernize processes.

👉 Anticipating early helps secure a competitive HR advantage in a challenging labor market.

4. Data and KPIs: turning HR into a measurable business driver

HR functions are increasingly data-driven. To demonstrate their impact, HR leaders must integrate reliable KPIs and monitor them continuously.

Key HR indicators include:

• Retention and turnover rates,

• Employee engagement and eNPS,

• Time-to-hire and recruitment efficiency,

• Employer attractiveness among young talent,

• Impact of training and mobility programs.

➡️ HR leaders who leverage data and KPIs effectively will be better positioned to drive decisions and demonstrate strategic value.

Humakina: empowering HR leaders with data and community

At Humakina, we support HR leaders across Luxembourg and beyond by providing:

• HR sector benchmarks to compare practices and identify opportunities,

• exclusive employer branding indicators to measure attractiveness,

• a club of HR leaders to share challenges, solutions, and best practices.

Our ecosystem combines data, networking, and expertise to help HR leaders turn ambitions into measurable actions.

A key highlight of the season: the HR Autumn Party 2025

On October 16, 2025, Humakina will host the HR Autumn Party at the G.A.N.G venue in Strassen (Luxembourg).

A flagship event for HR leaders and partners, structured around two highlights:

• Meet & Share (4:00 – 6:00 PM): targeted networking sessions to identify strategic partners,

• HR Partners Excellence Awards (6:00 – 10:00 PM): an evening of recognition celebrating the most innovative HR collaborations.

➡️ This event is a cornerstone of the HR back-to-work season 2025, setting the stage for the priorities of 2026.

Making September a strategic HR accelerator

The back-to-work season 2025 should not be seen as just a return to routine. It is a strategic milestone to:

• strengthen employee engagement,

• align business and HR strategy,

• prepare for 2026 priorities,

• drive decisions with HR data and KPIs.

By relying on Humakina’s data, benchmarks, and community, HR leaders can transform September into a genuine accelerator of performance and employer attractiveness.

This article is a translation of an original publication. Despite our best efforts, it may contain inaccuracies related to the translation process. Humakina accepts no responsibility for any such discrepancies.