AI, hybrid work, and skills-based hiring are reshaping talent management in today’s evolving workplace. Juan Carlos Rivero, Senior Vice President, Global Talent Management at Wolters Kluwer, brings a unique perspective—rooted in psychology and academia—on how organisations can balance business needs, employee engagement, and technological advancements to drive high performance.

Carlos shares insights on AI in HR, evolving talent management, skills-based hiring, and leadership development.

According to Carlos, his background in Psychology provides a scientific and structured approach to understanding people and their performance. “Psychology offers methodologies for assessing skills, motivation, engagement, and workplace culture—core elements in talent management,”  Carlos mentions.

He also shares that Psychology has taught him that human interactions are complex and nuanced—what you say and what people hear can be very different. “This awareness helps me approach talent strategy with a deeper understanding of perspectives, motivation, and performance,” he explains.

The evolution of talent management

The rise of generative AI, hybrid, growing gig or platform economy are key shifts shaping talent management today. Carlos elaborates that AI is transforming how we work, creating new roles and changing existing ones. “Organisations must understand AI’s role not just in job creation but also in how work is done across industries.”

The pandemic reshaped work models, accelerating the hybrid culture and gig economy. He cautions organisations to strike a balance between flexibility and in-person collaboration while maintaining productivity and engagement in the hybrid era of the workplace.

AI’s Growing Role in HR & Talent Strategy

Carlos highlights how AI is transforming HR and talent management at an organisational level. From automation to predictive insights, AI is reshaping how HR functions operate.

AI-Driven Automation: Chatbots and AI-powered tools are streamlining HR operations, handling employee queries, managing payroll, and optimizing benefits administration.

Analytical AI: By analyzing vast amounts of workforce data, AI provides predictive insights that help organisations anticipate attrition, identify high-potential employees, and assess workforce trends.

Humanistic AI (Agentic AI): AI is now acting as a coaching tool. Managers can use AI-powered simulations to practice difficult conversations, refine their leadership styles, and receive real-time feedback—enhancing their effectiveness.

“The most exciting development is AI’s ability to support leadership growth by offering real-time coaching and feedback,” says Carlos.

The shift to skills-based hiring

The shift to skills-based hiring is one of the most significant talent management changes of recent time, believes Carlos. “Historically, hiring was based on pedigree—educational background, past job titles, and years of experience. Now, organisations are focusing on what candidates can do,” shares Carlos.

“Instead of prioritising degrees, companies are assessing practical skills, competencies, and problem-solving abilities. AI and data analytics allow us to measure skills more accurately than ever before, making traditional proxies (like university degrees) less relevant. This shift creates more opportunities for diverse talent, allowing individuals from different backgrounds to thrive in high-impact roles,” he explains.

As industries shift towards skill-based hiring, India as a country is emerging as a leading hub for fresh talent across various sectors, India's youth with its vast, tech-savvy population positions itself as a key driver of global talent, with specialization in STEM core subjects the skill-based approach towards application engineering, programming and design within the robotics and industrial sectors becomes a viable option as these roles require a high level of technical proficiency and the ability to solve complex problems which Indian talent have in plenty 

Balancing Hybrid & Remote Work Models while maintaining productivity and employee engagement

Hybrid work is here to stay, but successful implementation requires intentionality. It’s not just about being in the office; it’s about what employees do when they’re there. “Organisations need to structure in-office time for collaboration, brainstorming, and team-building—activities that benefit from in-person interaction.”

Carlos highlights managers’ crucial role in making in-office time valuable, ensuring it’s used effectively rather than just for visibility.  “The traditional belief that employees need to be in the office to be productive is outdated. Instead, we should focus on measuring outcomes rather than physical presence.”

Leadership development and succession planning

Succession planning is critical for long-term organisational success, but many companies fail to prioritise it. Carlos points out that organisations often focus on short-term business needs but must plan for the next 3–5 years to develop future leaders.

He further adds that it’s essential to anticipate future leadership needs and develop a pipeline of high-potential talent that aligns with business goals.

Succession planning shouldn’t happen in silos, he noted. “Organisations should view leadership talent as a shared asset across divisions rather than limiting succession planning within business units,” he states.

Focusing on Key Leadership Traits, he suggests learning agility, curiosity, and emotional intelligence, are essential regardless of industry shifts.

The future of talent management

According to Carlos, the future of talent management will be driven by AI & Data-Driven Insights – leveraging AI to predict workforce trends and enhance decision-making in hiring, engagement, and retention. “Organisations will move beyond traditional hiring criteria to focus on skills, adaptability, and potential. It is equally important to balance full-time employees with gig workers and contractors to create a dynamic, flexible talent ecosystem,” says Carlos. Besides, talent strategies include prioritising employee growth, engagement, and a strong sense of belonging.

How to stay ahead 

He advises talent leaders to embrace AI, stay curious, and engage with emerging trends. “The best way to understand AI’s potential is to use it yourself—whether it’s experimenting with ChatGPT for personal tasks or integrating AI tools into HR processes.”

Carlos further suggests that HR leaders must also look beyond their organisations—invite external experts, explore industry innovations, and challenge traditional ways of thinking. “The future of work is evolving rapidly, and the ability to adapt, learn, and experiment will define success in talent management.”

The world of talent management is undergoing a seismic shift. As AI, hybrid work, and skills-based hiring reshape the workforce, leaders must focus on adaptability, continuous learning, and employee-centric strategies. insights highlight the importance of balancing technology with human-centric leadership, ensuring that talent strategies drive both business success and employee fulfillment.