In previous posts, I have mentioned how times of financial crisis place a CFO in the spotlight, whereas times of human crisis do the same for CHROs’ and their HR teams. This article, based on a conversation with Josh Bersin, reinforces how HR has been catapulted into the spotlight the past few months during the coronavirus pandemic. Virtually overnight and at scale, CHROs and their teams have had to help restructure the workforce, redesign the workplace and the employee experience, support remote work, and ensure the wellbeing of the workforce, to name a few. HR has even been required to do things that they might have never done before, such as studying public health and even further integrating with other parts of the business, such as IT and Legal. As challenging as this time has been for many–both on a personal and professional level–it presents an enormous opportunity for HR to bring innovative and simplified workforce practices that enable new ways in how work gets done, where, and how teams collaborate–both now and the future. Whereas previously it might have taken years from the time that an idea is generated, socialized for support, transitioned to the design phase, tested, refined, and implemented with robust change management plans– innovative HR solutions will now require fast and accelerated delivery (sometimes in weeks)–where ideas are quickly implemented and iterated as we go. Organizations are both ready and expecting this approach because it is necessary. I am excited by all of the innovative HR practices that this reset and the new environment will bring. What opportunities do you have for accelerating your organization through the recovery phase and beyond through innovative and disruptive HR practices?