Unlocking Strategic Value in HR: Redefining Success With Hybrid and AI-Enabled Models
HR is shifting from service provider to strategic operator. New global research from Graebel Companies, Inc. shows that CFOs and CHROs are choosing hybrid workforce and talent management models that combine internal strengths, expert partners and AI to move faster, control risk and deliver consistent, people-first experiences.
The study, "The Workforce Imperative: Views from the C-Suite," is based on insights from 950 executives across eight countries. The message is clear: hybrid beats either-or. AI is moving from pilots to production. And mobility is a lever for winning talent, not just a cost center.
What the data says
- 65% prefer a hybrid HR model that blends enterprise platforms with third-party tools for relocation and HR services.
- 53% have already integrated AI into global HR and relocation; another 44% are planning or exploring it.
- 61% expect meaningful cost savings from AI; 45% would reinvest those savings back into HR tech.
- 74% expect relocation budgets to grow over the next two years, signaling mobility's strategic weight.
- 52% rank global HR compliance among their toughest people-management challenges.
Why hybrid wins
Executives aren't choosing between insourcing and outsourcing-they're combining the best of both. As Graebel's CEO Ron Dunlap notes, the path forward is a tech-enabled mix that controls costs, reduces risk and delivers consistent, people-first experiences while staying nimble across markets.
Hybrid models let HR keep strategic control of policy, data and experience design, while partners handle specialized, high-variance work at scale. Add AI to automate repeatable tasks and surface insights, and you get an HR function that's leaner, smarter and more resilient.
A practical playbook for HR leaders
- Draw the line between core and partner. Keep policy, experience design, data governance and vendor management in-house. Outsource high-variance, compliance-heavy or 24/7 operational work where expertise and coverage matter.
- Stand up an AI roadmap. Start with clear use cases: case triage, policy Q&A, document review, exception analysis, relocation cost estimation, candidate support. Set data privacy rules, human-in-the-loop checkpoints and audit trails from day one.
- Ring-fence savings for reinvestment. If AI or outsourcing reduces cost, reallocate a portion to HR tech, data quality and employee experience improvements. Compounding gains beat one-off cuts.
- Build a compliance operating model. Centralize standards and risk ownership; leverage local experts and partners for country-specific rules. Require system-level controls, immutable logs and periodic audits.
- Make mobility strategic. Tie growing relocation budgets to priority roles and markets. Measure time-to-fill, assignment success, retention, internal mobility and business impact-not just cost per move.
- Design for integration, not tool sprawl. Favor vendors with proven APIs, security certifications, data portability and configurable workflows. Your HRIS should be the source of truth; everything else plugs in.
- Plan the human side. Communicate changes early, train managers and HRBPs, and track adoption. Change fails when people don't trust the tools or the process.
Tech and vendor checklist
- Security and compliance: SOC 2/ISO 27001, DPA terms, access controls, regional data residency options.
- Integration: Prebuilt connectors to your HRIS/ATS/payroll; event-driven APIs; SSO; role-based permissions.
- Data ownership: Clear clauses on usage, model training, deletion and portability.
- AI governance: Explainability, bias testing, human override, audit logs and version control for prompts/models.
- Service quality: SLAs, outcome KPIs, escalation paths, success plans and quarterly reviews.
Metrics that matter
- Experience: NPS/CSAT for employees and managers; exception cycle time; time-to-resolution.
- Efficiency: Cost per case/move, automation rate, time saved, first-contact resolution.
- Talent outcomes: Time-to-fill, quality of hire, assignment completion, retention post-move, internal mobility.
- Risk and compliance: Incident rates, audit findings closed, policy adherence, data access anomalies.
What to watch
Compliance is still the stress point. Over half of executives place global HR compliance among their toughest challenges. That's your cue to formalize governance, standardize processes and lean on partners who live in the details so your team can stay focused on outcomes.
AI adoption is picking up speed. Treat it like any other capability: start small, prove value, scale with guardrails. The upside isn't just lower cost-it's faster service, better decisions and a smoother employee experience.
About the study
The Graebel Workforce Imperative Survey was conducted by Wakefield Research among 950 CFOs and CHROs at companies with at least $25M in annual revenue across the US, UK, Germany, India, China Tier 1 Cities, Brazil, Australia and France. Field dates: July 14-22, 2025, via email invitation and online survey.
Keep learning
Explore the full Workforce Imperative insights at Graebel.com. If you're building AI capability inside HR, you can also find practical courses by role at Complete AI Training.
Your membership also unlocks:
