Healthcare HR turns strain into strategy

Social and healthcare HR professionals have a lot to juggle. From staffing, retention, and regulatory compliance, to supporting those delivering frontline care. Yet, despite these pressures, they continue to demonstrate resilience – adapting their strategies while keeping a firm grip on business priorities. 

In this blog, we take a closer look at the challenges facing health and social care HR teams, and the strategic ways they’re rising to meet them. Let’s dive in…

These insights are drawn from What’s the Mood? HR’s Take on Business 2025 – a survey conducted by the HR Ninjas community, featuring responses from 490 UK-based HR professionals across diverse industries.  

In this blog

A sector under strain: Costs up, retention down 

Social and healthcare HR professionals are rising strong 

Conclusion and key takeaways 

A sector under strain: Costs up, retention down

1. National Insurance (NI) increases

78% of HR professionals in health and social care report that National Insurance (NI) increases have made it more difficult for them to handle costs and plan their workforce. 

For some, this was the final straw that forced them to look at redundancies (22%). 

In a sector where every staff member plays a vital role in service delivery, those decisions carry enormous weight. Not just for teams who will have to take on added responsibilities, but for the patients and people relying on them. Patients often build trust and routines with familiar carers. This means that when those relationships are cut short due to redundancies, it can disrupt continuity of care and undermine that trust entirely. 

2. Rising turnover rates

Almost half (46%) of health and social care organisations say they’re facing significant levels of employee turnover. 

It’s not hard to see why. The emotional and physical demands of care roles are high, and when opportunities for career progression are limited, people leave. In fact, according to The State of the Adult Social Care Sector and Workforce in England, 24.2% of people working in care left their jobs in 2023/24.  

So, what are social and healthcare HR professionals doing to tackle rising costs and dwindling retention? 

Social and healthcare HR professionals are rising strong

In recent years, HR professionals have taken on more strategic, business-focused roles. But how are they using this influence to help overcome economic pressures and workforce shortages in health and social care? 

Employee wellbeing investment is increasing

Many health and social care HR teams are turning their focus to employee wellbeing. In fact, 41% are increasing investment in these initiatives. 

When stress is high, and burnout creeps in, a fruit bowl and a poster about resilience just won’t cut it. People need real support.  

This shift isn’t just about making people feel good. It’s about holding onto great talent, rebuilding team morale, and making sure those who care for others aren’t left running on empty fuel. 

DEI is a priority

While many are rightly doubling down on wellbeing, DEI is also front and centre, with 66% of HR professionals stating it’s a key priority. 

And rightly so. In a sector built on human connection, having teams that reflect the communities they serve isn’t just nice to have – it’s vital. It means better understanding, better communication, and better outcomes. 

AI adoption is on the rise

As HR teams look to ease some of the strain and free up time for the stuff that really matters, 61% are turning to AI. 

Yes, the upfront costs can be a hurdle. With National Insurance (NI) increases and budgets already stretched, finding the funds to invest in technology can feel near to impossible. But here’s the thing: AI pays off in the long run. It saves time, cuts costs, and helps reduce the admin load that weighs teams down. 

And, in a sector that’s under pressure to deliver more with less, AI is helping HR leaders automate repetitive tasks, improve rota planning, and surface trends that help make faster, smarter decisions. 

It’s giving HR teams the breathing space to focus on people, not paperwork. And that is priceless. 

Conclusion: Social and healthcare HR professionals are resilient, strategic and ready for the future

To conclude, with rising costs, workforce shortages, and digital transformation all happening at once, social and healthcare HR isn’t sitting on the sidelines anymore. They’re in the thick of it, helping to shape the direction of care delivery.  

From increasing wellbeing investment to embracing AI as a genuine support mechanism, healthcare HR professionals are responding to complex challenges with clarity and purpose – always keeping people at the centre of their approach. 

Key takeaways

• Health and social care HR professionals are stepping up in the face of economic and workforce challenges. 

• 41% of those surveyed are increasing investment in employee wellbeing initiatives to prevent burnout and improve retention. 

• 66% are placing high importance on DEI to foster better communication and outcomes. 

• 61% are embracing AI in HR to automate tedious tasks, freeing up time for more high-value, strategic work. 

“What’s the mood?” Read the full report 

Learn more about the challenges impacting health and social care HR – and how leaders are turning them into opportunities for change.