The recent wave of sexual harassment allegations highlights a conflict of interest for HR officials addressing these complaints. They must balance managing personnel issues with protecting their company's interests and their own careers.

Many US employers have started offering sabbaticals to employees, allowing workers to recharge, travel or acquire new skills. A study by eDreams found 75% of working Americans said they would like to take an extended break, and 53% cited the desire to escape the stress of work as a contributing factor.

Retention is a constant struggle, but many companies are meeting this challenge by personalizing the work experience, writes Chris Bruce, co-founder of Thomsons Online Benefits. Bruce offers four tips to keep employees from jumping ship, including providing flexible wellness benefits and using data to create meaningful incentives for all workers, regardless of location.

Chicago startup company Karrot Health aims to revamp how employee wellness bonuses work by allowing employers to set up a recurring bonus for people who reach their goals and fitness milestones. Employees can track their progress on their wearable devices or phones and the program's app automatically pulls in the data.

HR can play a bigger role in helping companies meet their goals by interpreting the stories behind data, taking an inclusive approach to talent and being open to new ways of thinking, writes Glenn Llopis. "You need agility and to be more of a business consultant to the organization as you proactively touch all parts of it every day," he writes.