New Jobs Coming Soon

29 Mar 2021 8:46 AM | Anonymous member (Administrator)

We recently wrote about the skills workers will need for new jobs that will emerge during the Fourth Industrial Revolution. Some of these jobs are already up for grabs, and some will become commonplace in the next ten years. Consider these possibilities:

Learning for Life Coach

Lifelong learning will help people keep pace with changing work environments and new tasks. But how will employees chart paths that bring engagement and satisfaction? Learning for life coaches will help employees pursue their personal and career goals while meeting their employers’ needs. Learner profiles, assessments, qualifications, internal systems, and the labor market will help coaches serve as valuable advocates and advisors. Connecting closely with employees will enable coaches to detect problems, mitigate them, and even head off unnecessary resignations.

Head of Business Behavior

The widespread adoption of sensors and biometric technology in the workplace will make it easier for organizations to understand employee behavior. Heads of business behavior will lead workforce intelligence teams that develop data-driven strategies in areas such as employee experience, cross-company collaboration, and workplace success.

Work from Home Facilitator

This person will evaluate, budget for, and integrate digital collaboration tools to ensure that remote employees have the technology they need to do their best work. Job qualifications include empathy, excellent communication skills, and in-depth knowledge of technology, such as virtual reality (VR) and augmented reality (AR), for interaction and collaboration.

HR Data Detective

Curiosity, resilience, and persistence typify people who take on the role of sourcing, sifting, and investigating people data. HR data detectives dig deep into multiple sources, including everything from HR information systems and human capital management systems to employee surveys, time-tracking records, and benefits portals. The HR data detective will transform unstructured information, such as employee sentiment, text, email, video, or voice inputs, into usable information to aid decisions making.

Business Continuity Strategist

Business continuity planning helps organizations prevent and recover from potential threats. An effective plan ensures that personnel and assets can resume quickly in the event of a disaster. The business continuity strategist will lead the development, implementation, and maintenance of business continuity and risk management programs. In this role, being able to form cross-functional partnerships and communications at all levels is critical.

Algorithm Auditor

Conducting a rigorous investigation into every algorithm across the organization, the algorithm auditor will work with development teams in tech and business functions to review new AI-based applications and existing systems. The auditor’s inventory system will log and track the objectives, input, output and related human value judgments and consequences of each significant algorithm an organization uses.

Chatbot & Human Facilitator

Here’s a role for someone passionate about conversational interfaces for employees and customers. The chatbot & human facilitator will work with voice UX designers to optimize voice-as-a-platform systems – including accents, inflections, turns of phrase, and jargon. These improvements will heighten empathetic inputs and create a better experience for clients and workers alike.

Talent Task Manager

Thanks to new technologies and business models, organizations can develop talent internally, buy in highly skilled workers, retain gig workers, or offload tasks to automation. The talent task manager, working within a talent marketplace model to access needed skills, will help determine how to assign tasks and roles most efficiently and effectively – whether to people or machines.

Distraction Prevention Coach

Who couldn’t benefit from having someone help them hone their attention both inwardly (to align their values and intuitions) and outwardly (to navigate the world around them)? The distraction prevention coach will educate employees at all levels about the nature of stress and help them manage it to increase their focus, productivity, and effectiveness.

Diversity and Inclusion Data Analyst

Most businesses today realize that it’s vital to encourage diversity and inclusion throughout the organization. While efforts like unconscious bias training have been used for decades to meet corporate diversity goals, the increased use of algorithms, automation and AI has put a new spin on how bias can seep into decision-making and everyday actions. The D&I Data Analyst will work with senior decision-makers, managers, and IT to analyze data and ensure that recommendations are understandable, transparent, and free of bias.

Future of Work Leader

This senior strategist can envision new business models and new roles that will be needed in the next decade. This individual will synthesize many big-picture inputs from academia, leading think tanks, industry umbrella organizations and regional, and national organizations to anticipate next-generation skills to fuel the business.

Human-Machine Teaming Manager

The future of work will be based on how well companies blend and extend the abilities of humans and machines to ensure collaboration. The human-machine teaming manager will identify tasks, processes, systems, and experiences that newly available technologies could improve. This professional will imagine new approaches, skills, interactions, and constructs—defining roles and responsibilities and setting the rules for how machines and workers should coordinate to complete a task.

Workplace Environmental Architect

The workplace environmental architect will design strategies for improving the workers’ wellness, including human-centered design. Expertise in architecture, human-centered design, and public health will help the architect create a healthy, nurturing workplace. This person will foster an organization-wide understanding of well-being’s value and the importance of providing a wellness-supporting workplace environment.

Director of Employee Well-Being

The COVID-19 outbreak highlighted the need for every organization to establish a well-being strategy for its workers. Even before the pandemic, two-thirds of full-time workers experienced job-related burnout. Hence the need for someone to design, develop, and implement well-being programs aligned with an organization’s culture, mission, and values. The role incorporates a holistic vision that seeks to weave mental, emotional, physical, and spiritual well-being into its fabric.

Purpose Officer

Organizations increasingly recognize that “purpose” attracts customers while also engaging employees. The purpose officer will help shape and promote a corporate purpose strategy that aligns with the organization’s suppliers, clients, customers, and employees.

Human Network Analyst

The human network analyst will use data analytics and AI to analyze and visualize working relationships. Data from tools for organizational network analysis (ONA), virtual ONA (email and messaging, for example), and physical ONA (such as GPS and ID badges) to answer queries, present solutions, and provide answers to questions that have yet to be asked.

VR and AT Specialists

VR and AT specialists will use virtual and augmented reality to help managers and teams design, facilitate, personalize, and scale workforce training and collaboration. These specialists will help engineers, training and development managers, and technologists supercharge collaboration and task completion.

Summary


New technologies and business models will drive emerging roles and responsibilities. As some functions disappear, new ones will appear. Those who aspire to these new jobs will need periodic reskilling to keep pace with the ever-changing demands of the twenty-first-century world of work.

About the Talent Transformation Guild

The Talent Transformation Guild provides resources for professionals that are preparing for upskilling being triggered by 4th industrial revolution and accelerated by Covid-19. Members include c-level executives, human resource professionals, consultants, and coaches. As a member-driven organization it promotes best practices via webcasts, webinars, podcasts, articles, white papers, research and conversations to improve and make the best of the talents of individuals for the benefit of themselves and the organisations they work for.

The Guild enable stimulating and meaningful discussions to help professionals prepare for talent transformations at individual, team and organizational levels. The Guild supports the Talent Transformation Pyramid, an open source model, designed specifically to recognize the widest possible range of talent influencers and skills. To date many decision-makers are caught in traditional, linear thinking and immediate concerns to consider this. The Talent Transformation Pyramid enables you to address the challenge by promoting more strategic thinking with a focus on an organization’s readiness to perform. https://www.talenttransformation.com/

About the Future of Work

According to the World Economic Forum, new and emerging technologies are affecting our lives in ways that indicate we are at the beginning of a Fourth Industrial Revolution. This new era will build and extend the impact of digitization in new and unimaginable ways. The Fourth Industrial Revolution can be described as the advent of “cyber-physical systems” involving new capabilities for people and machines. This will see new ways for technology to become embedded within societies and even our bodies.

With process automation, robotic automation, the internet of things the nature of work will change. Some analysts predict that more than 40% of tasks currently performed by humans will be delegated to machines. This does not mean that 40% of people will be put out of work but it does mean that most workers will have to upskill. HR experts are predicting this will dramatically change the landscape of our workforce.


About the Guild's Founders

Eric Shepherd an accomplished leader of international businesses and associations focused on talent, assessments, and success. Eric recently stepped away from a CEO role where he worked to build a SaaS company into a multi-million-dollar international assessment software business. Eric has also led industry and standards initiatives to promote best practices for assessments, learning, and interoperability. He currently serves as Chair of the IEEE P1484.20.2 working group developing Recommended Practice for Defining Competencies. Eric has previously served on Boards and working groups for:

  • HR Open Standards that defines interoperability standards for HR technology.
  • Association of Test Publishers and the European Association of Test Publishers that represents providers of tests and assessment tools.
  • The IEEE P1484.20.1 Standard for Learning Technology—Data Model for Reusable Competency Definitions working group.
  • IMS which defines interoperability standards for educational technology. 

Eric was instrumental in developing the IMS QTI interoperability standard and assisted with the US Department of Defense Advanced Distributed Learning (ADL) initiative to define the Sharable Content Object Reference Model (SCORM) and the Aviation Industry Computer-Based Training Committee (AICC) to define launch and track standards for Learning Management Systems.

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