Future Job Roles in Remote Work

I was promoted 3x: Sr. Manager - Vice President while working remotely from home. Prior to working from home, I remained an individual contributor for 10 years. Perhaps it was easier to find my stride of excellence with limited distractions, no longer spending time talking about someone's dog who could jump through rings of fire. Working from home allowed me to fully tap into my flow state. (yes, I know remote work is NOT for everyone) If I was looking for a remote job in 2024, here's what I would start my search 6 months in advance: (this strategy also works for my clients) 1. Dedicate 1-2 hours daily on my search strategy :  -Create a job tracker  -Get clear on the job titles  -Focus on becoming an early applicant  -Interview me against job descriptions  -Ensure those roles are in demand by conducting a search  -Setting up alerts on all major job boards including niche remote sites 2. Use 𝐊𝐢𝐜𝐤𝐑𝐞𝐬𝐮𝐦𝐞 to level up my resume and discover my ideal career path and save $$ by doing my own resume.  -Try their AI Career Map here: https://lnkd.in/dnhuq3B4 -Then put my resume on file with staffing agencies 3. Research company culture, values, mission, and vision -Use major company review sites  -Check current stock market standing  -Check to see if there were recent layoffs -Review employees on LinkedIn look for promotion lines 4. Network with current employees & build relationships  -Go to job fairs and networking events  -Set aside a small coffee budget and re-engage warm relationships -Build new non-transactional relationships (ask for nothing to start) 5. Wash, rinse, repeat until I find the perfect remote job fit Remember: Excellence is a PRACTICE. Not a location. #kickresumepartner

Many things that happen in our lives are out of our control. ⁣ But focusing on the what we can control increases our success⁣. ⁣ Here's 9 skills to develop to make sure your career has the best chances⁣: ⁣ 1: Problem Solving⁣ ↳ The ability to connect insights from different fields to solve multi-layered challenges.⁣ ↳ AI can optimize within systems, but humans excel at seeing patterns across unrelated domains.⁣ ⁣ 2: Emotional Intelligence⁣ ↳ Understanding and managing emotions in yourself and others to build trust and collaboration.⁣ ↳ As work becomes more remote and AI-assisted, human connection becomes increasingly rare and valuable.⁣ ⁣ 3: Adaptive Learning ⁣ ↳ The capacity to quickly understand new concepts and pivot when circumstances change.⁣ ↳ Industries will shift rapidly, requiring professionals who can learn and unlearn at high speed.⁣ ⁣ 4: Systems Thinking⁣ ↳ Seeing how individual pieces connect to larger patterns and long-term consequences.⁣ ↳ Automation handles linear tasks while humans add value by understanding complex interconnections.⁣ ⁣ 5: Creative Innovation⁣ ↳ Generating novel solutions and approaches when standard methods don't work.⁣ ↳ Creativity and imagination remain uniquely human advantages that machines cannot replicate.⁣ ⁣ 6: Digital Fluency ⁣ ↳ Understanding how to leverage technology as a tool while maintaining human judgment.⁣ ↳ The future belongs to people who can work with AI, not those replaced by it.⁣ ⁣ 7: Future Planning⁣ ↳ Anticipating trends and making decisions based on where things are heading, not where they are.⁣ ↳ Strategic foresight becomes more valuable as change accelerates and uncertainty increases.⁣ ⁣ 8: Resilience⁣ ↳ Maintaining performance and well-being when facing constant change and ambiguous situations.⁣ ↳ Future careers will require thriving in uncertainty rather than just surviving it.⁣ ⁣ 9: Cross Cultural Communication⁣ ↳ Working effectively with diverse teams and understanding different cultural perspectives.⁣ ↳ Remote work and global collaboration make cultural intelligence essential for leadership.⁣ ⁣ Which skill will you prioritize developing first?⁣ ⁣ 💚 Follow Hetali Mehta, MPH for more.⁣⁣ 📌 Share this with your network.⁣⁣⁣⁣⁣⁣⁣ 👇Subscribe to my newsletter: https://lnkd.in/ehMbvmiY

Did you hear the one about the law firm that hired a director of employee connection and well-being? (Not a joke, this is good news!) The legal industry has historically been perceived as high-pressure, impersonal, and rigid. But times are changing. Across all sectors, we’re seeing an exciting evolution: roles specifically designed to measure and enhance aspects of the employee experience. Previous examples I've shared have focused on frontline and "deskless" workers, but two recent law firm examples stood out to me. I'm not going to name the firms here because they like confidentiality, but I hope other legal industry leaders follow suit. One is hiring a Director of Well-Being, tasked with holistically improving mental, emotional, and financial health while embedding inclusivity into workplace culture. The other is hiring a Director of Connections (which I translate to Social Capital), tasked with maintaining engagement, support, and inclusion regardless of physical location. The bonus on that second role is a firm holding fast to distributed work but also recognizing how work has to change to make it sustainable. Taken together, these roles demonstrate a growing acknowledgment that the workplace experience needs to be intentional and human-centric. Even at law firms. Employees need to feel seen, valued, and connected to thrive. Employee experience isn’t just a "nice-to-have." It’s a business imperative. And it’s about time. I’m optimistic that this isn’t an isolated phenomenon. What innovative roles have you seen emerge lately to address employee experience challenges, especially in the face of increased office mandates and changes to some DEI programs? I'd love to hear your thoughts. #employeeexperience #futureofwork #connection #wellbeing #talent #culture #lawfirm #flexiblework

I've been diving into the latest AI Jobs Barometer from PwC, along with several recent articles. One thing is clear: AI is no longer just automating low-value tasks. 👉 𝐈𝐭'𝐬 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐢𝐧𝐠 𝐭𝐡𝐞 𝐯𝐚𝐥𝐮𝐞 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐛𝐫𝐢𝐧𝐠 𝐚𝐧𝐝 𝐫𝐞𝐬𝐡𝐚𝐩𝐢𝐧𝐠 𝐣𝐨𝐛 𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬 𝐚𝐜𝐫𝐨𝐬𝐬 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐢𝐞𝐬. Some numbers that really stand out: • 3x faster revenue growth per employee in industries adopting AI. • +56% salary premium for workers with AI-related skills. • Required skills are evolving 66% faster than just a year ago. • All industries, even mining and agriculture, are now adopting AI. • "Automatable" jobs are not disappearing. They are evolving into higher-value roles. • Demand for degrees is falling, while demand for fundamental, current skills continues to rise. As Ilya Sutskever said, "AI will keep getting better, and the day will come when AI will do all the things that we can do." 👉 𝐖𝐞 𝐦𝐚𝐲 𝐧𝐨𝐭 𝐤𝐧𝐨𝐰 𝐞𝐱𝐚𝐜𝐭𝐥𝐲 𝐰𝐡𝐞𝐧 𝐭𝐡𝐚𝐭 𝐝𝐚𝐲 𝐰𝐢𝐥𝐥 𝐚𝐫𝐫𝐢𝐯𝐞. 𝐁𝐮𝐭 𝐭𝐡𝐞 𝐝𝐢𝐫𝐞𝐜𝐭𝐢𝐨𝐧 𝐢𝐬 𝐚𝐥𝐫𝐞𝐚𝐝𝐲 𝐜𝐥𝐞𝐚𝐫. Here are some key reflections for business and talent leaders: • The priority is no longer automating the past. It is rethinking how value is created in the age of AI. • Organizations that build trust in AI and take a strategic approach will lead. • AI is a powerful driver of productivity. But without strong investment in skills and role redesign, it risks increasing inequality and internal tensions. • Continuous learning is now a must to stay competitive. • Core skills need to be refreshed every 12 to 18 months to remain relevant. The future of work will not be managed. It will be fought for. Professionals and companies waiting for someone to hand them a playbook will miss the moment. 👉 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐣𝐮𝐬𝐭 𝐚𝐛𝐨𝐮𝐭 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲. 𝐈𝐭 𝐢𝐬 𝐚𝐛𝐨𝐮𝐭 𝐬𝐮𝐫𝐯𝐢𝐯𝐚𝐥. And AI is not going to wait. P.S. If you're interested, here’s the link to the full PwC report: 🔗 https://lnkd.in/emeTQPVA #FutureOfWork #AI #TechTrends

Over the past decade, I've hired 500+ people and interviewed thousands. Here are 6 traits I’ve found to be the best predictors of a great hire: ~~ 1) Speed of Response The faster someone responds, the better they’ll likely fit with me and my team. It’s not about having all the answers right away—it’s about engagement, care, and showing you’re present. That level of responsiveness is invaluable. == 2) They Demand Excellence Great hires hold themselves to a high standard and expect the same of others. When something goes wrong, they own it. Their first instinct is to ask: ➝ What can we learn? ➝ What needs to improve? This attitude turns problems into progress. == 3) Humility The best team members are hungry to grow and leave their ego at the door. They don’t pretend to know it all; they ask questions, seek feedback, and adapt. Over time, these learners become irreplaceable assets to any team. == 4) Proactive Problem Solvers They don’t wait for instructions—they take initiative. When they see an issue, they address it. When they encounter a roadblock, they suggest solutions. Proactive hires reduce bottlenecks and keep the team moving forward. == 5) Strong Communication Skills Clear communication is critical for collaboration, especially in remote and fast-paced environments. The best hires: ➝ Ask thoughtful questions. ➝ Share updates without being asked. ➝ Document decisions to keep everyone aligned. == 6) Alignment with Values Skills can be taught, but values are harder to change. Does the candidate embody the core principles of your team or company? Those who align with your mission are far more likely to thrive and contribute over the long term. == Hiring isn’t just about filling a role; it’s about building a team of people who can challenge, inspire, and grow together. What traits do YOU prioritize when hiring? Let me know. ⬇️

Ever wondered how AI is set to transform jobs? Let's take a look at the customer experience space. Traditionally, a customer support job description might read like this: "Seeking a Customer Support Representative to manage inbound and outbound calls. The role involves using communication skills and product knowledge to interpret policies and procedures, troubleshoot problems, process orders, and professionally close call interactions." But with AI in the mix, this could change to: "We're hiring a Customer Support Representative to provide exceptional service through our digital channels and AI assistants. The ideal candidate will combine technical aptitude, communication skills, and adaptability to stay ahead of how customers connect with brands." Notice the shift? The role now emphasizes digital channels and AI assistants, reflecting a shift from traditional call-based support to digital interactions. Moreover, the focus is no longer just on product knowledge and policy interpretation, but also on technical aptitude and adaptability. Why? Because AI is changing how customers connect with brands. And it's not just about using AI to handle customer inquiries. It's about understanding how AI works, how to leverage it, and how to adapt as it evolves. So, as AI continues to advance, we can expect job descriptions to evolve in tandem. And those who can adapt to this new landscape will be the ones who thrive. 💪 Remember, change is the only constant. And in the world of customer experience, AI is that change. Embrace it, and you'll be ready for the future.

These are the skills you'll need in 2030, And how to start mastering them today: The future of work has never been evolving faster. In just 5 years, the entire landscape will change. Use this sheet to learn: ↳What skills will matter most in 2030 ↳Why they'll be so important ↳And how you can start learning them today Don't wait to get started, or you'll be left behind: 1. Analytical Thinking ↳What: Breaking down problems and making clear, logical decisions ↳Why: AI will flood us with data - clear thinkers will stand out ↳How: Practice taking a messy work problem, and mapping out causes, patterns, and next steps 2. Empathy and Active Listening ↳What: Understanding others and making them feel heard ↳Why: As automation spreads, human connection will matter more ↳How: In every conversation this week, ask more questions than you answer 3. Curiosity and Lifelong Learning ↳What: Exploring new ideas, skills, and perspectives ↳Why: Skills will expire faster - curious learners will stay relevant ↳How: Spend 20 minutes each week learning a topic you know nothing about 4. Resilience, Flexibility, and Agility ↳What: Staying calm, adjusting quickly, and bouncing back ↳Why: Disruption will be constant - adaptability will be survival ↳How: When plans shift, pause and ask, "What's my best move now?" 5. Motivation and Self-Awareness ↳What: Knowing what energizes you and how to use it ↳Why: Self-directed people will thrive in hybrid, fluid work ↳How: Rate your energy daily and track what boosts or drains it 6. Creative Thinking ↳What: Solving problems in original, non-obvious ways ↳Why: When AI does the obvious, humans must bring the unexpected ↳How: Pick a problem, set a 10-minute timer, and brainstorm 10 unconventional solutions 7. Leadership and Social Influence ↳What: Inspiring others and driving action ↳Why: Leading across remote teams will demand influence, not authority ↳How: Volunteer to lead one small piece of a project this week 8. Technological Literacy ↳What: Understanding how digital tools work - not just using them ↳Why: Every job will require tech fluency to stay competitive ↳How: Watch a 10-minute explainer on a technology you don't fully get 9. Systems Thinking ↳What: Seeing how choices affect people, processes, and outcomes ↳Why: The future will reward people who see the ripple effects ↳How: Ask "What chain reaction could this cause?" on every project 10. Talent Management ↳What: Growing, supporting, and retaining great people ↳Why: The global talent squeeze will make people your edge ↳How: Schedule time to check in with someone junior about their growth [See sheet for number 11] Change this fast can be equal parts exciting and terrifying. But with the right focus,  You can plan for the future now, And set yourself up to thrive. Are you ready? --- Source for the 11 skills: The World Economic Forum's Future of Jobs Report 2025. ♻️ Repost to help others stay ahead of the game. And follow me George Stern for more.

The 'Remote-Ready Resume' strategy that's helped my clients land remote jobs in weeks, not months…👇🏼 Most job seekers are still using resumes designed for office roles while wondering why their resumes disappear into the void. After helping 100’s of people escape their cubicles, I've discovered that a few strategic resume shifts can dramatically increase your remote interview rate. Here's the exact Remote-Ready Resume framework that's working in 2025: ✅ 1 // Lead with location-independent signals Remote hiring managers look for specific indicators that you can thrive outside an office. Transform your resume summary into a "remote readiness statement" that explicitly addresses: • Your self-management capabilities • Your digital communication strengths • Your experience with asynchronous collaboration • Your results-focused work style This immediately differentiates you from candidates who simply say they "want to work remotely." ✅ 2 // Showcase digital collaboration Don't just list random tech skills. Create a dedicated "Remote Collaboration Stack" section that details: • Async communication tools (Slack, Loom, email management) • Project management systems (Asana, ClickUp, Trello) • Documentation platforms (Notion, Confluence, Google Workspace) • Virtual meeting facilitation (Zoom, Teams, presenting remotely) This signals that you're already equipped for distributed teamwork. ✅ 3 // Reframe achievements through a remote lens For each role, highlight achievements that specifically translate to remote value: BEFORE: "Managed a team of 5 and increased productivity by 20%" AFTER: "Led a cross-functional team to 20% productivity increase while coordinating across 3 time zones using asynchronous communication" This simple reframing shows you understand what matters in remote environments. ✅ 4 // Address hidden remote concerns Most remote applications fail because they don't proactively address the hiring manager's unspoken worries: • How do I know you'll actually work without supervision? • Can you solve problems independently? • Will you communicate proactively? Include a brief "Remote Work Approach" section that directly addresses these concerns with specific examples. My client James implemented these changes and went from 0 responses in 30+ applications to 5 interview requests in his next 8 submissions. The remote job market isn't actually oversaturated - there's just an oversaturation of candidates who haven't adapted their approach to what remote companies actually need. 📌 What's been your biggest challenge in landing remote interviews? 🎥 (alrasyidlettering)

The job market is evolving at breakneck speed. Are you adapting to these changes? In recent discussions with top-tier executive search firms, one point was crystal clear: 𝗧𝗵𝗲 𝗱𝗮𝘆𝘀 𝗼𝗳 𝗿𝗶𝗴𝗶𝗱 𝗷𝗼𝗯 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻𝘀 𝗮𝗿𝗲 𝗳𝗮𝗱𝗶𝗻𝗴. Instead, organizations are zeroing in on candidates who can: → Pivot → Adapt → Continuously grow What got you here won’t get you there. Tomorrow’s most sought-after professionals will excel in the following key areas: 1️⃣ Navigating Ambiguity: The future of work is filled with gray areas. → Companies want pros who can stay calm, interpret shifting conditions, and take decisive action. 2️⃣ Learning and Unlearning Quickly: Yesterday’s methods may not work tomorrow. → Employers need agile learners who drop outdated habits and pick up new skills fast. 3️⃣ Blending Technical and Human Skills: It’s no longer “either/or.” → Top talent marries tech expertise with creativity, empathy, teamwork, and clear communication. 4️⃣ Thinking Strategically Across Disciplines: Silos are collapsing. → Leaders seek those who see beyond their role, understand multiple functions, and think systemically. 5️⃣ Embracing Continuous Transformation: Don’t wait for change—lead it. → Top performers constantly reassess, seek fresh challenges, and reinvent themselves before they must. And for those still seeking the right opportunity: 𝗨𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝘁𝘆 𝗶𝘀 𝘁𝗼𝘂𝗴𝗵, 𝗯𝘂𝘁 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝘁𝗵 𝗶𝘀𝗻’𝘁 𝘁𝗶𝗲𝗱 𝘁𝗼 𝗼𝗻𝗲 𝗿𝗼𝗹𝗲 𝗼𝗿 𝘀𝗲𝘁𝗯𝗮𝗰𝗸. Keep refining your skills, stay open to learning, and trust your resilience. You’re not alone—keep moving forward. ♻️ Repost to empower your network of job seekers. ➕ Follow Nico Torres for more daily inspiration. Image Credit: Quoted Visually.

🚨 Spoiler alert: By 2030, your HR Tech team will become your organization's central nervous system. Don't believe me? Look at recent headlines: - ServiceNow just elevated their CHRO to Chief People & AI Enablement Officer. - Moderna merged HR & IT into a unified People & Digital Technology team powering over 3,000 internal GPT agents. - Nearly 92% of enterprises plan to ramp up AI investments in the next 3 years. (McKinsey & Company) 📌 Translation: The future isn't HR vs. IT. It's Work Enablement: powered by humans, technology, and AI working seamlessly together. 🔑 Here’s my vision for HR Tech in 2030: 1️⃣ Product-focused teams Persistent squads will own employee journeys ("Join," "Grow," "Pay"), not one-off projects. 2️⃣ AI as your newest colleague Autonomous agents handle repetitive tasks, freeing humans for strategic work. 3️⃣ Data as essential infrastructure Unified skills graphs, privacy layers, and seamless integrations will underpin every decision. 4️⃣ Consumer-grade experiences Zero-friction UX on mobile, Teams, Slack. Continuous testing and refinement to boost engagement and productivity. 5️⃣ Ethical and responsible by default AI governance, bias mitigation, and compliance integrated from day one--not after deployment. 🚀 What roles bring this vision to life? Here’s how a future-ready HR Tech team might look: ✅ Task Designers Break down complex work into modular, AI-ready tasks designed for human & automation efficiency gains. ✅ Work Analysts Monitor data from AI interactions, employee feedback, and operational performance to optimize workflows and measure ROI. ✅ Platform Architects Design integrations across HR systems, collaboration tools, and enterprise apps, embedding policy into the tech stack. ✅ Agent Operators Launch, fine-tune, and manage AI copilots; prioritizing ethical and efficient operation, and manually intervening on edge cases. ✅ Skills Architects Maintain a dynamic skills taxonomy to drive hiring, learning, and internal mobility decisions as jobs evolve into fluid task assignments. Partner closely with Task Designers. ✅ Internal Trust & Safety Leads Ensure AI systems pass bias audits, uphold privacy standards, and stay compliant with emerging AI regulations. ✅ Employee Experience Designers Craft the human-AI experience to ensure technology feels empowering, not invasive or mechanical. 🔥 Bottom line: The future is already here. The sooner we embrace the fusion of HR, IT, and AI, the faster we accelerate productivity, engagement, and innovation. What roles did I miss? Which do you think will make the biggest impact? #FutureOfWork #HRTech #WorkEnablement #AI #PeopleAnalytics #EmployeeExperience