The world has never felt more uncertain. From geopolitical shocks to AI disruption, the pace and unpredictability of change has created a complex challenge for every business: how do we plan when the future refuses to sit still?

This is where the concept of the HR multiverse comes in, a way of thinking that accepts multiple potential futures as equally viable. It’s not about picking one path forward and hoping you are right – it’s about designing HR strategies that can flex, pivot, and adapt, no matter which version of reality takes shape.

Take, for example, the recent round of U.S. tariffs introduced in early April 2025. Introduced almost overnight, these tariffs are already reshaping global supply chains, vendor strategies, and resourcing models. For employers, this isn’t just a trade issue, it’s a workforce one. Talent plans tied to static business models now look vulnerable…global mobility policies may need rewriting…learning budgets might be redirected toward upskilling in unexpected areas.

The old approach to strategic planning was largely linear: forecast, plan, execute. But in this new multiverse, scenario planning becomes a new superpower. Employers must work with HR to explore multiple versions of the future at once and then design frameworks that can stretch between them.

This isn’t about being vague or non-committal, but instead being intentionally agile. For instance, rather than defining strict job roles, we shift toward skills-based architectures that let talent move as business needs evolve.

Critically, this approach isn’t just about risk mitigation, it’s about unlocking new opportunities. When we plan for multiple futures, we become better at spotting early signals, responding to market shifts, and staying ahead of the curve. It empowers employers and HR to be less reactive and more strategic, resulting in accurate, sustainable decisions being made.

It also fosters resilience in our people. When employees know that their organisation is prepared for uncertainty – and that their own development is part of a broader, flexible strategy – they feel more secure, more engaged, and more willing to contribute creatively.

We may not be able to control what happens next in the global economy, but we can control how ready we are for it. The HR multiverse mindset helps us step into this uncertainty not with fear, but with confidence. Because in this new world, it’s not about knowing the answer. It’s about being ready for all of them.

If you would like to discuss how we can help your company create a multiversal risk mitigation model to ensure business sustainability, please get in touch with us today!