HR has been signalling for years that it should be viewed as a driver of value rather than as a cost center. Its counterparts in leadership agree. Businesses are making many diversified investments in HR. They are creating talent strategies to determine how to get the most out of their investments in people. The role of the senior-most HR executive is now often viewed as a “Chief People Officer” or “Chief Experience Officer,” a recognition of how talent creates long-term value. At the same time, employers are making significant systems investments to automate talent processes, such as succession, performance, recruiting, development, talent management, and the like.