Human Capital Management In Motion
Staffing challenges aren’t letting up—and neither is the pressure to do more with less. For executives leading health and human service organizations, workforce management is no longer a back-office function. It’s now a critical part of operational strategy. Whether you’re navigating turnover, compliance requirements, or hybrid work models, the question is no longer if your HR infrastructure needs to evolve—but how fast you can make it happen. And the data makes that urgency clear: the global Human Capital Management (HCM) market is projected to grow from $34.1 billion in 2025 to nearly $65 billion by 2032, with a compound annual growth rate of 9.6% (see Human Capital Management Market Size, Share & Industry Analysis, By Offering).
This growth is being driven by the shift to cloud-based systems—already used by 60% of organizations—and the adoption of emerging technologies like generative AI and robotic process automation, which are cutting administrative time, improving accuracy, and delivering real-time workforce insights. In fact, generative AI alone is projected to improve HR productivity by more than 30% across tasks like recruiting, onboarding, performance management, and employee engagement.
Software dominates the market, holding the largest share due to rising demand for AI-powered talent management, workforce scheduling, and core HR functions. While large enterprises lead adoption, small and mid-sized organizations are quickly catching up, driven by cost-effective cloud options and the need to scale operations efficiently. Industry-specific solutions are also on the rise, particularly in health care, where staffing demands are complex and margins are tight. Oracle’s recent launch of its HCM suite tailored for health care providers reflects a broader trend: vendors respond to urgent needs with specialized scheduling, recognition, and compliance tools.
North America accounts for nearly half the market (45.5% in 2024), thanks to high adoption rates and a strong vendor ecosystem. But Asia Pacific is gaining ground as digitization accelerates and multinationals invest in modernizing their people operations. For mission-driven provider organizations, this means two things: the technology is ready, and the window for competitive advantage is open—but not for long.
Modern HCM platforms aren’t just about streamlining HR. They enable better decisions, more agile operations, and a stronger connection between your workforce and your mission. Investing now sets the foundation for long-term sustainability, better care delivery, and a workforce that’s equipped to meet the demands of a changing landscape.
So, how do you go about selecting the right HCM platform? That’s the focus of the inaugural CFO newsletter, where we explore the strategic, operational, and financial considerations behind choosing a system that truly supports your workforce—and your bottom line.
A case study reveals the value of customizing your HCM software and working with a vendor who understands the unique demands of health and human service organizations. The right-fit platform can deliver measurable ROI from accelerating onboarding to automating compliance and credentialing.
And an article from ContinuumCloud’s Dylan Souza spotlights a key component often overlooked in HCM strategy: position control. Behavioral health organizations face unique workforce challenges—high turnover, credentialing complexity, and strict compliance mandates. This article unpacks how position control can transform workforce planning, budgeting, and regulatory readiness.
Our how-to feature outlines the 10 essential steps to selecting an HCM vendor, from building a cross-functional evaluation team to negotiating scalable, future-ready contracts.
And the 2025 CFO Consortium, sponsored by ContinuumCloud, is an opportunity to take that conversation further—connecting with finance leaders across the sector to share insights, surface pain points, and explore technology solutions that align with mission and margin.
