The distinction between HR and IT is fading fast. What was once an occasional overlap has become a structural shift in how many companies support their employees and manage technology.

In 2026, HR leaders won’t just be responsible for adopting new tools — they’ll need to rethink how they integrate IT workflows to streamline onboarding and offboarding, strengthen security, and improve the employee experience. So, what are the emerging trends to look out for? And how can People teams prepare for the opportunities that lie ahead?

The Evolution of HR & IT

Many responsibilities that once sat with IT are now also the responsibility of HR:

• Onboarding demands the technical provisioning of user accounts, apps, devices, and access permissions.
• Offboarding means those same accounts, permissions, and devices must be securely revoked.
• Device management involves procurement, shipping, provisioning, monitoring, warehousing, and more.
• App management spans account setup during onboarding, to license and access tracking throughout the employee lifecycle.
• Security and compliance are increasingly managed by HR, from employee data protection to ongoing security training and updates.

This convergence is only set to accelerate in 2026. A recent survey of global IT leaders found that the majority expect HR and IT to merge fully in the coming years:

• 31% expect HR and IT to merge within the next three years
• 33% believe a merger will happen within three to five years
• 31% don’t foresee a full merger, but they do expect closer collaboration between the two departments

The 6 HR IT Trends to Watch in 2026

In this shifting HR-IT landscape, six trends in particular are set to reshape how People teams operate in 2026.

1. HR and IT align further

A growing number of organizations will formalize HR and IT’s convergence in 2026. Even in companies that don’t embark on a full department merger, the coming year will bring shared leadership, common goals, and integrated systems.

2. Employee experience becomes inseparable from IT

The employee experience is now driven by IT just as much as HR. Closer alignment between the two functions will mean faster onboarding, better collaboration, and a more engaged workforce.

3. Cross-functional leaders are now critical

New roles like Chief People & Technology Officer are already emerging to help companies navigate a new way of working. Expect rising demand for leaders who understand both people and technology.

4. Small businesses adopt a new approach

Blended HR and IT models are no longer being led by enterprises alone. In 2026, many small and mid-sized businesses will begin to explore tighter HR-IT collaboration, if they haven’t already done so.

5. Data-driven HR matures

IT management platforms give HR teams access to new insights, enabling a shift from admin-focused work to more data-driven initiatives across workforce forecasting, retention modelling, and productivity analytics.

6. HR tackles AI compliance

AI is already embedded in recruitment, employee support, and performance evaluation. Shared HR-IT oversight will become critical to navigate compliance obligations and achieve the desired outcomes from AI-powered tools.

How Can HR Prepare for 2026?

Focus on the following steps as you prepare your HR strategy for the year ahead.

• Audit your tech stack: identify friction points such as onboarding delays, access issues, or fragmented data. What repetitive tasks could be automated? Which manual workflows are no longer fit for purpose? Where do gaps, bottlenecks, or security risks exist? Do you have duplicate tools or unused licenses?
• Implement an IT management platform: trigger onboarding, offboarding, app provisioning, device management, and security updates in a matter of clicks, all while keeping data in sync and up to date across HR and IT systems. With the right solution, you don’t need to be an IT expert to automate key workflows.
• Future-proof your skill set: invest in cross-functional training to develop hybrid skill sets across the organization. Implement leadership development for HR professionals who have a strong interest or aptitude in tech, or consider creating a new People & Technology role to lead transformation.
• Focus on culture: HR and IT have traditionally embodied different work styles and skill sets. Whether you’re pursuing radical structural change or simply merging certain responsibilities, don’t overlook the importance of change management and clear communication as you navigate the transition.
• Strengthen data protection: data protection has always been at the forefront of HR’s priorities, but existing security measures may need an upgrade as AI becomes increasingly embedded in everyday operations. Define clear policies and consider company-wide training on responsible AI usage, privacy, and security.

Embrace the New HR & IT Reality in 2026

For HR leaders, 2026 represents a pivotal moment. The organizations that approach HR and IT as complementary parts of the same mission will have a clear advantage when it comes to operational efficiency, team productivity, and the employee experience.

An IT management platform can help businesses to align and integrate both functions, enabling smoother on and offboarding, stronger security, and a lighter workload for HR teams — all without the need for IT expertise. To learn more, book a demo of Electric today!