According to the Bureau of Labor Statistics, 3.3 million workers quit their jobs in March 2025. HR teams are looking for ways to offset these challenges by streamlining operations while delivering time and cost savings.
Recent research by Arcoro reveals that nearly 60% of construction professionals consider improving HR technology a top priority for 2025. Some of the ways this will be achieved is through automation, integrating systems, elevating the employee experience and using data for strategic insights.
Automating HR to Turn it into a Profit Center
Automating outdated manual HR processes can effectively convert HR departments from traditional cost centers into value-generating profit centers that directly contribute to the bottom line.
Cloud-based HR technology increases efficiency for 44% of HR leaders while directly reducing costs for 35% of organizations. Construction companies that implement automation can see dramatic reductions in recruiting fees, administrative time, paperwork costs and costly payroll errors.
Consider the typical HR tasks that consume countless hours each week: time tracking approvals, time-off requests, tax form processing, performance reviews and benefits enrollment. HR automation eliminates these time-consuming repetitive tasks, allowing HR professionals to redirect their energy toward strategic initiatives like talent development, employee engagement and organizational growth.
This shift from administrative paperwork to strategic planning gives construction companies a competitive advantage through more efficient operations and the ability to focus HR talent on activities that drive business growth rather than maintain compliance checklists.
Integrating ERP and HR Systems
Integration between HR systems and Enterprise Resource Planning (ERP) systems represents another opportunity for construction companies to streamline operations. When these systems work together seamlessly, they create a unified ecosystem where information flows automatically between platforms without manual intervention.
Integrated systems establish a single source of truth for all employee data, dramatically reducing errors and enhancing compliance with regulatory requirements like EEOC reporting and prevailing wage documentation.
The real transformation happens across multiple business functions. Time and attendance data from field operations flows directly to payroll systems, ensuring accurate on-time payments. Project managers gain visibility into workforce availability and skills for better resource allocation. Finance teams receive real-time labor cost data for improved project tracking and forecasting.
Elevating the Employee Experience
With skilled labor shortages persisting and competition for talent intensifying, creating a positive employee experience is imperative. The employee experience encompasses every interaction workers have with your company, from initial recruitment through eventual retirement.
The business case is compelling. According to Gallup, companies with highly engaged employees report being 21% more profitable, experiencing 41% reduction in absenteeism and 59% less turnover compared to organizations with lower engagement levels.
HR technology transforms every touchpoint of the employee journey. Recruitment tools keep candidates engaged with automated communications and transparent application tracking. Onboarding software allows new hires to complete documentation before their first day, accessing forms and training materials from anywhere. Performance management systems provide 360-degree feedback and goal transparency, while learning management systems offer construction-specific training programs and certification tracking.
Employee self-service portals give workers control over their personal information and administrative tasks, while mobile-accessible platforms allow field employees to handle HR needs from job sites rather than requiring office visits.
Transforming Data into Strategic Insights
Advanced analytics capabilities are revolutionizing how construction companies leverage workforce data. While basic reporting has long been standard, today’s analytics tools deliver strategic insights that drive business decisions.
Analytics help identify which recruiting sources yield the best long-term employees, which supervisors achieve the highest team retention rates and which training programs most effectively improve safety outcomes. This data-driven approach enables more informed decisions about workforce planning, compensation strategies and resource allocation.
Predictive analytics takes this further by using historical data to forecast future needs. Construction firms can anticipate seasonal hiring requirements, predict retention risks among key employees and model workforce impacts of business growth scenarios. This transforms workforce planning from reactive to proactive, ensuring companies have the right people with the right skills at the right time.
Building Your Future-Ready HR Strategy
The construction industry is evolving and that demands a strategic approach to HR technology that addresses workforce challenges while creating sustainable competitive advantage. Companies that successfully implement automation, system integration, enhanced employee experiences and advanced analytics position themselves for long-term success in an increasingly competitive landscape.
The benefits are tangible: reduced administrative costs, improved operational efficiency, enhanced ability to attract and retain skilled workers, better regulatory compliance and more effective data-driven decision-making.
Download our guide Future-Proofing HR in Construction to discover more detailed insights about the top HR priorities for construction companies in 2025.
