El Futuro del Trabajo: Conversación con Alfonso Bris
Director of Employee Lifecycle en Teleperformance
La transformación del mundo laboral ya no es un asunto del mañana: está ocurriendo hoy. La irrupción de la inteligencia artificial, los cambios demográficos, la globalización del talento y la demanda de nuevas competencias están redefiniendo cómo trabajamos, lideramos y nos relacionamos en las organizaciones.
Para entender mejor estos desafíos y oportunidades, conversamos con Alfonso Bris, Director of Employee Lifecycle en TP, experto en gestión del talento y en la evolución de los modelos de trabajo, con amplia experiencia en el diseño de estrategias que conectan innovación, liderazgo y personas. Su mirada combina una perspectiva global con un enfoque práctico sobre lo que necesitan empresas y profesionales para prosperar en un entorno cambiante.
1. Transformaciones clave
En su opinión, ¿cuáles serán las transformaciones más profundas que experimentará el mundo laboral en los próximos 10 años, y qué fuerzas (tecnológicas, demográficas, sociales) serán las más determinantes?
Si algo tengo claro después de estos años tan retadores e interesantes, es que el mundo laboral de la próxima década no se parecerá en nada al que conocimos. Vamos a vivir una aceleración enorme en tres frentes: tecnología, con la IA generativa y la automatización entrando en el corazón de los procesos; demografía, con el reto de una población que envejece en Europa y la necesidad no solo de atraer talento joven, sino de retener y potenciar el talento senior como una de nuestras mayores ventajas competitivas; y cultura, porque cada vez más personas buscan flexibilidad, propósito y sostenibilidad en su trabajo.
Sin ir más lejos, en Teleperformance lo tenemos ya en nuestro ADN: la IA nos está ayudando a liberar tiempo en operaciones para que nuestros equipos puedan centrarse en tareas de mayor valor. Pero para que esta transformación sea sostenible, tenemos que reforzar las habilidades humanas. La inteligencia emocional (empatía, autogestión, capacidad de generar confianza) es tan estratégica como la tecnología. Solo combinando ambas lograremos empresas donde innovación y bienestar coexistan.
2. Habilidades y competencias
Dado el ritmo de cambio, ¿qué habilidades duras y blandas serán esenciales para que los profesionales se mantengan relevantes? ¿Cuáles considera que están siendo subestimadas hoy en día?
Cuando hablamos de habilidades, me gusta ir más allá de las modas. Sí, las competencias digitales son importantes, pero lo que de verdad marcará la diferencia es la combinación de pensamiento crítico, saber revisar las fuentes reales de información para evitar “fakes”, la curiosidad y el aprendizaje continuo.
Las personas que sepan colaborar en entornos multiculturales y virtuales, que sepan leer datos “ciertos” y usarlos para tomar decisiones, serán las más demandadas.
Además, hay un elemento que sigue infravalorado: la empatía digital, esa capacidad de comunicarnos con claridad y conectar emocionalmente incluso cuando estamos detrás de una pantalla. Es importante la inversión en programas de transformación que combinen habilidades técnicas y humanas, porque la tecnología solo tiene sentido si potencia a las personas.
3. Modelos de trabajo emergentes
Hemos visto el auge del teletrabajo, el trabajo híbrido, el freelance y las plataformas digitales. ¿Qué modelos laborales nuevos cree que se consolidarán o surgirán, y con qué impacto para las organizaciones y los empleados?
Es difícil de generalizar, va a depender mucho del sector y del tipo de mercado… pero estoy convencido de que el futuro del trabajo, hablando en términos generales, no es solo híbrido, es flexible y personalizado. Vamos a ver modelos, en muchos sectores, donde las personas eligen no solo dónde trabajan, sino cómo y con qué intensidad, según su momento vital. Y estos modelos convivirán con modelos más tradicionales durante muchos años. También veremos equipos globales funcionando como ‘squads‘ temporales, creados para resolver un reto concreto y disolverse después.
¡Atención! Esto exige nuevas formas de medir el desempeño y de generar sentido de pertenencia, los equipos de RRHH tenemos un reto interesante en este aspecto.
4. Equidad, inclusión y nuevas brechas
Con los cambios en la naturaleza del empleo, ¿cuáles son los riesgos de que se amplíen las brechas (digitales, de género, generacionales)? ¿Qué deberían hacer las empresas y los gobiernos para mitigarlos?
Uno de los grandes riesgos es que la transformación digital amplíe las brechas: entre quienes tienen acceso a la tecnología y quienes no, pero también entre generaciones.
La inclusión generacional es un tema que me preocupa especialmente: no podemos permitirnos perder el conocimiento de quienes llevan años en la organización. Al contrario, tenemos que darles herramientas para seguir aportando, actualizando sus competencias y poniéndolos en el centro de programas de mentoría intergeneracional.
También tenemos que vigilar los sesgos en los algoritmos de selección y desempeño, porque podrían dejar fuera a perfiles valiosos solo por tener trayectorias no lineales. Es un aspecto complejo que debemos trabajar con el máximo rigor.
5. Liderazgo y cultura organizativa
¿Cómo debe evolucionar el rol del liderazgo en las organizaciones para gestionar equipos distribuidos, fomentar la innovación y mantener el compromiso? ¿Qué cambios culturales son urgentes?
¡Me encanta que me hagas esta pregunta! El liderazgo ya no va de controlar, va de habilitar.
Hoy necesitamos líderes que confíen en sus equipos, que sepan escuchar y que puedan generar conexión emocional incluso a distancia. Además, deben ser capaces de tomar decisiones basadas en datos y de impulsar la innovación.
Para mí, la cultura es clave: organizaciones transparentes, con ciclos de feedback ágiles y un propósito claro son las que logran atraer y retener talento. En Teleperformance, por ejemplo, estamos trabajando con nuevos programas de liderazgo ágil y coaching para preparar a nuestros managers para este nuevo rol.
6. Tecnología, automatización y ética
¿Qué ámbitos del trabajo humano cree que serán más afectados por la automatización o la inteligencia artificial? ¿Cómo pueden las organizaciones equilibrar productividad y responsabilidad ética frente al impacto en el empleo?
Lo que más se va a automatizar son las tareas repetitivas, y eso es una buena noticia si sabemos aprovecharlo. La clave es qué hacemos con el tiempo que liberamos: ¿lo invertimos en creatividad, en diseñar mejores experiencias, en innovar? Ahí es donde la tecnología puede multiplicar el impacto humano.
Pero hay que hacerlo de forma ética: con transparencia, cuidando los datos y ofreciendo oportunidades de reentrenamiento a las personas. Las organizaciones debemos poner en marcha marcos de IA responsable para garantizar que cada avance tecnológico sea también un avance en inclusión.
7. Visión estratégica para España y Latinoamérica
Mirando hacia España y Latinoamérica, ¿cuáles son las oportunidades y los obstáculos específicos para adaptar el trabajo del futuro en estos contextos? ¿Qué políticas públicas, iniciativas sociales o alianzas serían más transformadoras?
Creo que España y Latinoamérica tienen una oportunidad enorme para posicionarse como polos de talento digital. Tenemos creatividad, diversidad cultural y una gran capacidad de adaptación. Yo soy un convencido de la fuerza conjunta que podemos tener si trabajamos juntos usando el idioma como gran vertebrador.
El reto está en la burocracia, la falta de identidad real común y la brecha de competencias. Si apostamos por educación digital accesible, alianzas público-privadas y programas de formación inclusiva, podemos liderar esta transformación, pero de momento no estamos aún ahí…y es una pena.
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