What We Learned at SHRM25: A Glimpse Into the Future of Work, Benefits, and People-First Care

By Iveta Brigis , Chief People Officer, and Anne Hatfield , VP of Growth, at Paytient

SHRM 25 was a masterclass in what’s ahead for HR, benefits, and the future of work. Over 25,000 people came together—15,000 in person, 10,000 virtually—packing the San Diego Convention Center and two adjacent hotels, buzzing with a shared mission: to build workplaces that truly work for people.

The production quality was unmatched. Every session, from the main stage to the smallest workshop, was live-streamed, with signage and branding executed flawlessly. The expo hall? A kinetic swirl of conversations and connections, with HRIS companies leading the pack on booth investments and attention-grabbing swag. And throughout, there was a palpable hunger to learn and lead in a moment where the stakes for people, and for business, are high. Oh, let’s not forget there was a live bald eagle that flew through the event space.

Here’s what stood out to us:

1️⃣ AI Is Here—But It Needs Humanity

AI was the headline act across the expo and sessions. From resume screening to personalized learning paths, employers are eager to harness AI’s efficiencies. But a consistent theme surfaced: AI alone can’t lead with care.

Johnny C. Taylor, Jr., SHRM-SCP , SHRM CEO, reminded us that we’re living in a “Hidden Figures” moment—technology will reshape jobs, but the people who learn to harness it with empathy will lead. This means AI + HI (Human Intelligence) needs to be our true north.

Reid Hoffman ’s concept of “Super Agency” struck a chord: the best use of AI isn’t to replace people but to amplify them, helping them become their best selves. AI chatbots can guide, support, and inform—but should never isolate.

Takeaway for employers: Use AI as an amplifier, not a replacement. Align AI investments with values, empathy, and human connection.

2️⃣ Care Over Control, Always

In the standout interview with Ted Lasso creator Jason Sudeikis, we were reminded why leading with care isn’t just nice—it’s necessary. He spoke about vulnerability as a superpower, the importance of curiosity over judgment, and the simple truth that performance and belonging reinforce each other—they aren't at odds. Employees perform better when they feel they belong, and workplaces thrive when they prioritize care.

3️⃣ Benefits Must Become Personal—and Practical

Sessions on ICHRAs, HSAs, and benefits strategy emphasized that the one-size-fits-all approach is gone—unless, of course, that one size can adapt like a chameleon to meet each individual’s needs.

ICHRAs are gaining traction for meeting ACA requirements while giving employees flexibility. One company with 315 employees reported saving $1.6M annually with ICHRAs while maintaining positive employee experiences.

HSAs are underutilized. They should be “stow it and grow it” accounts, not just passthrough spending accounts. They’re the “next best dollar” for many employees, but only 9% are invested.

Communication is everything. Gen Z prefers videos for open enrollment, while other demographics prefer written guides or live Q&A. Renaming “High Deductible Plans” to “Low Premium Plans” reframes value perception. Benefits are no longer “set it and forget it” but require intentional marketing to your employees.

Takeaway for employers: Personalize, simplify, and actively communicate your benefits. Help employees become savvy benefits consumers to ease financial stress and increase perceived value.

4️⃣ Financial Wellness Is a Productivity Strategy

One stat from SHRM25 stuck with us:

Employees spend 8 hours per week dealing with financial issues—4 of those hours occur at work.

This isn’t just a personal issue; it’s a productivity drain. Offering benefits that alleviate financial stress, like HSAs, ICHRAs, and Paytient, isn’t just generous—it’s good business.

5️⃣ Resilience Is the New Must-Have Skill

Between pandemics, technological disruption, and social shifts, the need for resilient workforces is clear.

Agency—the belief that one can make an impact—has an outsized effect on health, longevity, and productivity. Building cultures that foster agency and human connection is critical. Employee Assistance Programs alone aren’t enough. 

Leaders must model resilience and vulnerability while giving employees tools to navigate change.

Benefits that allow team members to soar like an eagle (yes, that eagle), in all conditions, are the ones that will transform teams in 2025 and beyond.

6️⃣ Civility + DEI = Productivity Strategy

Amid the shifting political climate, SHRM leaders made one message clear: focus on the work, not just the words.

Championing equal opportunity, reigniting workplace civility, and protecting humans from displacement in an AI world are among HR’s most vital calls today. Civility at work isn’t a “nice to have”—it’s essential for productivity, engagement, and trust.

At its core, civility means seeing your people, acknowledging their most foundational needs, and meeting them where they are. In the world of benefits, “affordability” is civility. It’s how employers signal respect and care, creating workplaces where people can focus, contribute, and thrive.

7️⃣ Leadership Rooted in Dignity

Former President Biden’s closing keynote reminded us that leadership is about more than KPIs and quarterly goals. It’s about dignity, respect, and community.

“A job is about a lot more than a paycheck. It’s about your place in the community.”

He shared stories of choosing what’s right over what’s easy, and the importance of leading with empathy and humanity. It was a fitting close to a conference centered on people.

The word that stuck with us most was “dignity.” It’s the feeling we strive to create for our members at Paytient, and it sits at the heart of our mission.

Helping people maintain their dignity should be core to every benefit strategy and a guiding responsibility for all of us in people leadership roles.

Final Thoughts: The Future Belongs to Those Who Care

#SHRM25 made it clear: the future of work is human.

AI will transform processes, but people remain at the heart of progress. Benefits will need to be personalized, intentional, and communicated with care. Leaders will need to foster cultures of belonging, resilience, and civility to navigate the storm and rise above it.

At Paytient, we believe affordability and access to care are superpowers that enable people to thrive, at work and beyond. Thank you to the SHRM community for reminding us of the power of care over control, and for challenging us to keep innovating in service of people.

We’re already looking forward to SHRM26.

Let’s Continue the Conversation

Have questions about building benefits that foster financial wellness and resilience? Or how to prepare your teams for an AI-driven future while staying rooted in care?

At Paytient , we’re passionate about creating affordability—and we’re equally energized by conversations about the future of work and the role technology plays in shaping it. 

Between us, we’ve spent over forty years working with businesses like Google, Amazon, and Snap, so we’re game for conversations that span the gamut—from healthcare to technology.

Peace and Take Care,

Iveta & Anne

Add us on LinkedIn, or schedule a meeting with our team.

#SHRM25 #FutureOfWork #EmployeeBenefits #FinancialWellness #HealthEquity #CareOverControl #HRLeadership