- The concept of Systemic HR®, was developed exclusively by The Josh Bersin Company over two years of research and is now a registered trademark
- CHROs at large brands are increasingly engaging with Systemic HR to fully leverage its innovations
- Systemic HR is predicted to become central to HR practices by the second half of the decade, according to Josh Bersin Company research
The Josh Bersin Company, the world’s most trusted HR advisory firm, is pleased to announce that its patented concept, Systemic HR®, developed two years ago, is now emerging as the most groundbreaking and foundational idea in modern, digital Human Relations.
The growing acceptance of Systemic HR concepts is evident in three key ways: the increasing ubiquity of the idea, as seen in how LLMs like ChatGPT now recognize its core components, the number of large brands who have adopted the approach, and the December grant of full trademark status to The Josh Bersin Company, solidifying its intellectual and commercial ownership of the framework.
The usage of the concept is not only picked up by ChatGPT, but is seen in recent mentions of Systemic HR in U.S. business press, such as a recent Forbes’ article, which discusses how “transitioning to Systemic HR models that leverage AI and talent analytics can streamline processes and create a more employee-focused environment.”
Systemic HR is increasingly a major unifying theme for Josh Bersin Company’s large brand clients in all three “Big Reset” sprints on the topic, dozens of advisory workshops, and bootcamps delivered in 2024 for Josh Bersin Company clients and others, and the take up of 17 dedicated Systemic HR reports, tools, case studies, and WhatWorks podcasts over that period.
Additionally, Systemic HR represents a critical imperative to enabling the rise of the AI-empowered “superworker” and building “superworker” organizations. In early 2025, new Josh Bersin Company research highlighted that AI must be applied to HR to ensure organizations and employees remain competitive and productive. Systemic HR brings functional silos together and focuses on cross-training HR to move from “service delivery” to “problem-solving” while elevating employees to focus on their top-of-license skills and most creative contributions, rather than repeatable, time-heavy tasks.
Already, its ability to solve critical strategic talent, skills, and HCM issues has been confirmed by Systemic HR® projects at global blue-chip organizations.
Commenting on the momentum and market demand for Systemic HR thinking, global industry analyst and CEO of The Josh Bersin Company, Josh Bersin, says:
“With the imminent rise of the AI-powered ‘Superworker,’ organizations must urgently operationalize Systemic HR to lay the foundation for integrated, digital human capital management—an essential step to meet the challenges of the late 2020s. We coined the term ‘systemic’ because HR must approach the workplace as a unified system, not a collection of disconnected parts.
“While it’s encouraging to see some level of ‘systemic’ HR entering the conversation, a superficial understanding isn’t enough. Only the complete framework, tools, and best practices of Systemic HR® can deliver its full transformative potential.
“Our message for 2025 is simple: systemic HR is a great starting point—but only the fully realized Systemic HR approach can be the game-changer your organization needs.”
