On Jan. 20, the White House and both chambers of Congress will come under control of the Republican Party in a shift that is bound to have significant and lasting reverberations across all aspects of American life—including for employers and their workforces.
It’s a transition that is clearly on the minds of HR leaders.
In HR Executive’s recent What’s Keeping HR Up at Night? research, 27% of the approximately 400 HR professionals interviewed said the upcoming presidential transition was chief among their concerns about national regulatory policies. This was followed by the patchwork of laws across regions and states in which organizations operate—an issue that will likely grow more complex as blue states push back against federal policy changes.
“With any new administration coming in, there is always the possibility of legislative change that could impact HR,” says Andrew Dawson, chief people officer and head of corporate affairs at medical equipment manufacturer BVI Medical.
In particular, Dawson says, he’s keeping his eye on possible changes in areas like wage/hour laws, Social Security and immigration—the latter of which was a cornerstone of President-elect Trump’s campaign.
“Immigration may be a big, a big topic,” Dawson says. For instance, the Trump strategy for H-1B visas for skilled foreign workers is in question as Republicans have taken differing public views about the future of the program.
Related: Rely on foreign workers? 4 suggestions from an employment attorney as Trump takes office
“The U.S., in my mind, has always been very welcoming to those who are here doing the best work they possibly can, and I don’t see why that would change—certainly for us at BVI, there’s no reason for it to change,” Dawson says. “But as HR professionals in the U.S., knowing this is a topic right now, we have to be prepared.”
Preparation, he adds, involves staying attuned to federal discussions and also listening to employees.
“We have to have open eyes and stay on top of what may or may not come,” Dawson says.
The same holds for potential changes that could come from the new leadership of the National Labor Relations Board and the enforcement of the National Labor Relations Act, says Shereen Solaiman, chief people officer at genetic testing and precision medicine company Myriad Genetics. Last month, the Senate nixed President Biden’s bid to reappoint Lauren McFerran as NLRB chair, leaving a second vacant seat for the Trump administration to fill—which could bring a potentially stark difference in labor law management.
Related: What to expect from Trump’s picks to lead the Department of Labor
HR as a driver of inclusion
HR can expect an equally sharp departure in the incoming administration’s approach to diversity, equity and inclusion.
Regardless of potential changes to federal positioning on DEI, Solaiman says, leaning into this topic can be beneficial in helping workforces navigate the presidential transition.
“[Leading this change] starts with demonstrating openness to people with different perspectives,” she says. “From an HR perspective, it’s making sure people feel like they belong in an organization.”
In the coming months, she says, HR needs to concentrate on “disarming” people who feel threatened by change, positioning HR and the organization as doing “everything we can to make sure you feel like you belong and you feel comfortable bringing your whole self to work.”
It’s a continuation, Dawson adds, of the work HR led through the contentious presidential election.
“With anything to do with the geopolitical world right now, [HR] needs to recognize that no one is ever, ever the same; everyone has different beliefs, different views, and we have to make sure that the company is welcoming for those people,” he says.
In an environment where Americans are deeply divided about political and social issues, HR has a responsibility to create “inclusive and respectful organizations.”
HR can also serve as a beacon of calm. This is particularly key for organizations with workforces that may be personally impacted by changes ushered in by the new administration.
“We have to make sure employees know there’s a place for them to come, to turn to, to be listened to if they have concerns,” Dawson says. “We have different populations across states, all with different backgrounds. We need them to know we’re here to support all of them in whatever they need.”
Despite predictions about significant change, however, he notes, it’s critical for HR professionals to keep perspective.
“Don’t try to predict the future too much,” he says, noting that past prophesizing about sweeping HR change from new federal administrations largely hasn’t born out. “That can create a panic at the time. So, right now, I think it’s about being calm, having an agile mindset, being able to adapt—and just making sure you’re listening.”
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