Earlier this month, we celebrated our HR Leadership Graduation. It was wonderful to meet this year’s graduates and hear about their accomplishments throughout the program. Since its inception in 2006, the program has grown to include more than 117 alumni.

During the event, graduates presented on leadership and what it means to them, introducing a standard they called the “Emerald Standard.” Alongside leadership, one of the strongest themes was adaptability, an especially timely focus given the environment HR teams are navigating in early 2026.

As we move beyond the holidays and approach the end of January, it is already clear that 2026 is shaping up to be another challenging year for HR professionals. Brutally cold weather, snowpocalypse, and increased ICE activity across the country have added layers of complexity to an already demanding role.

At the same time, more than 50 bills have been introduced in the New York State Senate that could impact human resources, background screening, artificial intelligence, and privacy laws. These proposals range from statewide Ban the Box legislation to data privacy and tenant screening requirements. While not all will move forward, the sheer volume alone warrants close attention, and this does not even account for the hundreds of similar bills being introduced in other states and at the federal level.

So, what’s an HR professional to do?

Support your staff: Acknowledge uncertainty, communicate early and often, and create space for questions and discussion.

Review return-to-office and workplace policies: Ensure policies align with current realities, legal guidance, and employee expectations. If you haven’t considered an I9 audit for 2026, you might want to put this on your to do list.

Stay informed: Monitor legislative developments at the state and federal level that could impact your organization. NYS SHRM has an Advocacy Day scheduled for February at the NYS Capitol. If you are able to join, we would love to have you!

Lean on your network: HR does not need to navigate these challenges alone. Peer groups and professional associations matter. Consider reaching out to a close colleague if you need a personal pick me up. Lastly, CRHRA’s Ask an Advisor committee is willing to help if you need an outside perspective.

Check in with your goals: Did you make resolutions that you promptly broke a few

weeks into the year? If so, it’s not too late. Sometimes, you just need to reframe them into something new

As HR professionals, it’s easy to focus on everyone else. But as working individuals, it is just as important to invest in yourself. In February, we will be hosting a webinar with CRATD focused on personal branding, an opportunity to pause and focus on your own professional growth.

As the Emerald Standard reminds us, strong HR leadership in uncertain times is rooted in adaptability, connection, and thoughtful action.