The HR function has significantly evolved over the past decade. And as illustrated in Figure 1 of this report, HR’s evolution can be categorized in three ways. 1) Traditional HR 1.0 (Industrial) – focus on compliance, administration, and highly efficient service delivery. 2) HR 2.0 (Internet) move toward integrated centers of excellence and focus on training and empowering business partners to deliver solutions at the point of need. 3) HR 3.0 (Digital) (representing about 10% of organizations) turns HR into an agile consulting organization, one that not only delivers efficient services but also practices design thinking to push innovative solutions, cognitive tools, and transparency into the organization. To guide HR’s continued evolution, this new 38-page research-based report explored 53 HR-related practices. It then narrowed them down to the top 10 (p.7) that most significantly drive seven business outcomes, including financial performance, customer satisfaction, workforce engagement and retention, and societal impact. The practices are categorized into three buckets: 1) Health and Wellbeing: creating a support structure for families and the entire life of the workers, 2) Business Agility and Change: adoption of tech to develop new products and services, 3) Adaptive Transformation: leveraging contingent workforce while simplifying performance management. As HR organizations continue to evolve to HR 3.0 and beyond, this report provides ideas for accelerating the journey and maximizing its impact.