The First 50 Days: 3 Key Actions HR Leaders Should Take

The first 50 days of a presidential term set the tone for the administration’s policies and priorities that will impact workplaces across the U.S. This year, the Trump administration came out of the gate fast in its first 50 days, introducing a series of dramatic changes affecting your workplace policies and practices. As an HR executive, you play a pivotal role in helping your organization adapt to these shifts while ensuring compliance and fostering workplace alignment with policies.  

“Updating our workplace policies doesn’t mean rolling back protections,” said SHRM Chief of Staff, Head of Government Affairs, and Corporate Secretary Emily M. Dickens in a recent webinar. “It means making sure policies are clear, consistent, and focus on compliance-oriented measures for work, for today’s workforce, and the economy.”

Here are three key actions for HR leaders to take in response to these shifts.

1. Evaluate Policy Changes and Executive Orders for Workplace Impact

The ongoing presidential executive orders on diversity, equity, and inclusion (DEI) and deregulation have significant workplace impacts, along with the ongoing policy shifts. HR leaders should review all directives. When it comes to inclusion and diversity (I&D) programs, make sure you’re compliant with the nondiscrimination requirements of Title VII and identify which state requirements are in effect.

Work with legal counsel to assess your organization’s internal policies and make any necessary updates to ensure its I&D programs comply with new directives. Take the time to zoom out and ensure that the choice you make aligns with your organization’s values.

“The No. 1 advice I would give you is please pause, breathe, and evaluate and evolve your process. If you see that your processes could be something that would catch the attention of people because it may not be legal or it may be questionable, consult counsel, get your list together,” advised Dickens. 
 
For more information, read The CHRO’s Response to Trump’s Executive Orders and visit SHRM’s Executive Order Impact Zone. You can also review SHRM's Checklist: I&D Program Compliance and Inclusive Hiring Policy Template.

2. Focus on Workforce Development and Skills Gaps

The administration’s agenda highlights the skills gap in the workforce, which is making it difficult for organizations to fill open positions with qualified candidates. For long-term impact, the skills gap needs to be addressed through legislation. In the meantime, HR leaders should continue focusing their energy on upskilling employees and expanding talent pipelines.

“The United States has a skills gap, that much is clear, but let's be clear about what that really means. It's not that Americans aren't talented, it's that too many workers lack the skills needed for the jobs that power our economy,” said SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP. “We have the talent; we just need to connect that talent with opportunity.”

To expand your talent pipeline, consider providing training opportunities to employ veterans, military spouses, and employees who have left the workforce and are ready to return. Offering mentoring or training programs can ease these workers’ transition into your organization. The challenge for organizations will be in finding ways to offer flexible policies to entice these workers back to the workplace, especially those who value increased flexibility to maintain their work/life balance.

Additionally, partner with organizations that offer credentialing to help upskill your current workforce to meet the demands of AI and other emerging technologies. 

As an HR leader, pay attention to statewide policies around artificial intelligence to ensure compliance.

“It’s important that you pay attention to what’s going on in your state because they’ll actually enact something well before Congress figures out what they want to enact,” advised Dickens. 
 
For more information, read SHRM’s 2025 Policy Outlook: Addressing Modern Workforce Challenges.

3. Prepare for Changes in Immigration Policy and Enforcement 

Workplace immigration enforcement is another issue the administration is focused on. Since President Donald Trump took office, the U.S. Immigration and Customs Enforcement (ICE) has stepped up efforts targeting undocumented immigrants across the country. Employers should implement preparedness plans with the help of immigration counsel so employees know how to handle an ICE visit.

As an HR leader, it’s critical for you to make sure your Forms I-9 are in order. Also, take the time to review job postings and recruitment efforts for compliance, document the labor certification process, and ensure consistent pay for both U.S. and foreign workers. 

Plus, the U.S. Equal Employment Opportunity Commission recently announced it will be increasing compliance checks and investigations, focusing on national-origin discrimination. 

By proactively monitoring the ongoing administration and policy updates, HR executives can ensure their organization remains compliant and positioned for long-term success.