HR Consultants: mentors and critical friends to in-house HR in 2025

As we step into January, which is recognised globally as Mentoring Month, it’s an ideal time to reflect on the value of mentoring in professional development. Mentoring involves a relationship where a more experienced individual offers guidance, support and knowledge to help another grow and succeed in their role.

For busy in-house HR teams with limited resources and bandwidth, navigating the challenges of 2025, HR consultants can play a dual role as mentors and critical friends — providing expert advice, facilitating skill development and offering constructive feedback. This blend of support not only addresses immediate priorities but also fosters long-term resilience and confidence in HR professionals.

Tackling HR’s key priorities for 2025

Here’s how HR consultants, through mentoring and their critical friend approach, can add value across the seven key priorities for HR in 2025, as identified by Personnel Management magazine:

1. Cost of living: a persistent challenge

The ongoing cost-of-living crisis continues to impact employee financial wellbeing, requiring HR to implement thoughtful engagement and support strategies.

HR consultants can mentor an HR individual on creating impactful financial wellbeing initiatives by sharing cross sector, proven strategies. We can mentor HR professionals on developing, for example, enhanced benefits packages; or in effectively managing complex sickness absence cases – enabling in-house HR to navigate these issues with confidence.

2. The role of AI in employee engagement

AI offers opportunities to improve efficiency and engagement but can also provoke concerns about job security.

As mentors, HR consultants can guide in-house HR through the integration of AI in the workplace by facilitating workshops and providing bespoke training. This approach equips HR professionals with the skills to address employee concerns, highlight the collaborative potential of AI and position themselves as change leaders within their organisations.

3. Redundancies and restructuring: a tough reality

Economic pressures will likely force many organisations to face difficult decisions around redundancies and restructuring, particularly with the national minimum wage increase and the NI contributions changes coming into force in April 2025.

Consultants can mentor in-house HR in managing these processes with fairness and sensitivity. By sharing best practice expertise on robust redundancy frameworks, effective communication strategies and workforce planning, HR consultants help HR professionals build the skills needed to navigate these challenges while minimising burnout, survivor syndrome and disengagement among remaining staff during periods of organisational change.

4. Legislation: preparing for transformative reforms

Sweeping legislative reforms in employment law will require HR teams to proactively prepare and upskill. Many of the proposed changes may not come into effect until 2026, however, early preparation is key to avoid falling short of compliance.

As HR Consultants we work closely with clients to interpret and apply new regulations effectively. This may involve tailored training sessions, collaborative development of policy and compliance strategies, and ongoing support as legislation evolves. By fostering an environment of continuous learning with our clients, we enable HR professionals to approach legal reforms with confidence and agility.

5. Culture is key

Organisational culture will remain a critical factor for both attracting and retaining top talent in 2025.

HR Consultants help in-house HR assess, define or refine their organisational culture, offering valuable insights into what drives employee satisfaction and engagement. We can guide HR professionals on authentic employer branding and employee experience initiatives, ensuring these align with organisational values and meet evolving workforce expectations.

6. Authenticity and transparency are a necessity

Candidates increasingly value transparency in areas like pay, career growth, ESG and company culture.

Having years of experience in leading and managing HR teams, HR consultants can guide and help in-house HR to develop communication strategies that highlight organisational authenticity. By providing practical advice on leveraging social media, employee testimonials and transparent policies, consultants as a critical friend or mentor empower HR professionals to create clear, honest messaging that resonates with both new and existing employees.

7. AI: complementing, not replacing, HR

AI will play an expanded role in HR processes, but maintaining the human touch remains essential.

HR Consultants understand the importance of using AI ethically and effectively, ensuring it supports, rather than undermines, equality, diversity and inclusion (EDI) goals. By offering a sounding board and guidance on balancing automation with personal interaction, we help HR professionals retain the relational elements critical to building trust and engagement.

Conclusion

January, as Mentoring Month, is the perfect time for organisations to embrace the power of mentoring to enhance their HR functions. By acting as both mentors and critical friends, HR Consultants offer not only practical, tactical support and advice but also enable the long-term development of HR professionals.

This mentoring relationship fosters confidence, builds capability, and ensures organisations are prepared to address the challenges and opportunities of 2025. Through this collaborative and supportive approach, HR consultants empower HR individuals and teams to lead with agility, innovation, and impact.

Contact us today if you or your organisation are interested in finding out more about mentoring and our HR development support .