Due to its orientation, the HR profession has traditionally been considered an administrative function and was not involved with shaping a company's strategic business plan, nor their project goals and objectives.

In today's global environment businesses are requiring the HR role to transform from a traditional administrative service to one with a strategic focus that adds value to business operations. HR professionals now share with executive management the responsibility to instill innovation into the organizations they support, to have a renewed interest in creating synergy, take steps to ignite employee engagement (which is especially important and more difficult on international projects), undertake the new role of creating value for business operations, being the steward of the company's brand, calculate the knowledge value of employees, leverage social media to improve collaboration, and implementing new processes for acquiring, managing, and retaining clever, high potential employees.

Do project HR organizations need to evolve into a new type of role to ensure the companies they support can handle the challenges that upcoming disruptive technologies will bring?