5 Trends That Stole the Show at CIPD's HR in Ireland Awards 2026

The CIPD’s HR in Ireland Awards come but once a year, offering a lens into best-in-class HR thinking and the latest trends taking root across industries.

Against the backdrop of tech transformation and all things AI, this year’s event showcased powerful lessons in how to strengthen employee experiences while cementing HR’s role as a strategic, business-critical function. And if there's one thing this year's winners shared, it’s the willingness to make a difference and deliver change, rather than waiting for it to come to them.

So, which trends should be on your radar for the year ahead? Here are my five biggest takeaways from the day.

#1: Non-linear career paths are becoming a standard

The Department of Public Expenditure’s project to support people returning to work after an absence of two years or more really resonated. For me, it shows just how far businesses have come in championing career flexibility.

When you align professional journeys around personal passions and life circumstances, you unlock stronger performance. Top organisations have already cottoned on to this as a way to attract and retain top talent, particularly working mums who no longer feel forced to choose between family and career progression.

Key takeaway: We’re at a defining moment in how work is structured. Linear career paths still suit many people, but not everyone. Contractors, portfolio careers, flexible schedules and working from anywhere aren’t ‘perks’; they are structures designed to suit individual needs and give talent more autonomy. The key is aligning business objectives with the way people actually want to work and live. The future of work is flexible and personalised – and this is very much a space to watch.

#2: The future of HR talent is bright (especially for those leading AI)

Hats off to Lauren Churchouse of Fineos for winning ‘Rising Star in the People Profession’.  Her three-year journey from HR intern to leading analyst is impressive enough, but what stood out was her involvement in their AI Playbook. 

Lauren was a key figure in preparing datasets, automating core processes and gaining buy-in from staff around secure AI usage. It’s a great example of how HR can take the lead on transformational initiatives and bridge the gap between employee demographics. Ultimately, making sure every employee can genuinely benefit from the systems designed to support them matters just as much as tech capability itself.

Key takeaway: Getting the five generations that comprise today’s workforce to coexist can be tricky. HR stars like Lauren play a huge part in easing friction between the Silent Generation and Gen Z by spotting  where communication breaks down, where digital literacy creates divides and where technology can be used to bring people together.

#3: Digital transformation has taken centre stage

This year’s dedicated category for 'AI, Technology and Workforce Transformation' says everything about how firmly unified digital systems now sit at the heart of HR. TE Connectivity’s approach to tech deployment left an impression, especially their use of intelligent AI agents to drive employee engagement, job satisfaction and retention. The business has put itself a step ahead of many competitors by empowering its HR team with agentic AI development skills, supported directly by data science teams and governance committees.

Key takeaway: As Peter Cheese highlighted in his opening keynote, HR stands at a pivotal moment, not just to adopt AI but also to lead its responsible and strategic integration. The opportunity now is for people teams to move beyond experimentation and embed AI as a core capability, shaping how organisations operate, develop talent and drive performance.

#4: ‘It’s Only Banter’ isn’t an excuse

A fantastic DEI initiative from construction specialist John Sisk & Co. showed how far many traditional industries have come in terms of tolerance training and driving meaningful cultural change. 

The company’s ‘It’s Only Banter’ campaign is designed to challenge inappropriate workplace behaviour, offering 90-minute workshops for staff which involve a blend of practical content and real-life case studies. The programme has had a big impact on internal culture by demonstrating creative, strategic and high-impact DEI practice in a sector where breaking norms has typically proven challenging.

Key takeaway: It’s often down to HR to modernise outdated attitudes and practices. Real cultural change doesn’t happen by accident. HR is often the function willing to ask the uncomfortable questions, challenge long-held norms, and set clearer expectations around behaviour.

#5: Top teams are breaking their ‘tick-box’ image

HR has often been seen as an operational formality, mainly focused on keeping legal risks in check rather than helping people to thrive at work. Tayto Snacks – winner of ‘People Team of the Year’ – have proven how that image can be completely transformed. 

Over the past six years, the team has evolved from a functional silo to a strategic business partner. It started by reimagining their employee lifecycle end to end, before connecting each stage to clever initiatives around staff engagement, DEI, employee learning and psychological safety. The company has since seen a 43% increase in sales growth and 16% increase in its ‘Great Place to Work’ score.

Key takeaway: Executives need HR not as an advisor on people issues, but as a strategic operator, translating workforce data into business decisions and helping organisations scale smarter, faster, and with humanity at the core.

What it all means for HR leaders in 2026

HR is evolving – and this year’s awards left me convinced that people teams are now more data-driven and accountable for business outcomes than ever before. 

That presents huge opportunities for HR leaders to take the reins on operational efficiency and shape a better future for their workforce. And whether your focus is AI adoption, compliance or cultural change, the future of work will continue to be defined by those who act, not react. 

No doubt by this time next year we’ll have a whole new set of HR stories to champion. The only question is: who will be writing them?

This blog is based on information available to Rippling as of February 18.