Once viewed as a back-office support function delivering employee services, HR as a business discipline is rapidly undergoing major change. Under increasing pressure to take on a wider role as ‘enablers’ of change in organizations that are undergoing major digital change programs, HR professionals are expected to lead change while often in a state of flux themselves, unsure of not only where they sit in the wider organization but to what extent ‘going digital’ will affect their own job roles and responsibilities.