HR Technologies Industry Insiders Interview

HR Technologies Industry Insiders Interview

HR Technologies spoke to Michael Howard, Managing Director at Frontier Software for the latest Industry Insiders interview. 

While working in IT consulting within the HR sector, Michael identified a critical market need for an integrated HR and payroll solution, and this led to the creation of Frontier Software. Keep reading to see which HR tasks will be transformed over the next two to three years.

Tell us about yourself!

I began my computing career in 1968 as a computer operator. Whilst working as an IT consultant in the Human Resources sector, I identified the need for an integrated HR and payroll solution, leading me to found Frontier Software in 1983. The company has grown into a global enterprise, but I remain closely involved in strategic development, board activity, office expansion and staff engagement. My long standing leadership continues to shape Frontier Software’s future, driven by a commitment to innovation, quality and people-focused solutions.  

Is there anything you’re particularly excited to be working on that you can share?

One area I’m particularly excited about is the upcoming release of our new Vacancy Management system. At Frontier Software, we’re always investing in our solutions to make sure they continue to meet client needs, support legislative compliance, and respond to the way the HR and recruitment landscape is evolving. The new system has been designed to give recruitment teams more practical and flexible support in managing vacancies.

It will include features such as an Interview Scheduler, a Careers Site builder for creating a fully branded recruitment website, and unlimited vacancy templates so commonly used content can be managed centrally and consistently. For me, what makes this development exciting is that it is very much focused on real-world usability. It supports efficiency, consistency and security, while also helping clients operate in a more scalable and future-ready way.

Which HR or workplace trend is receiving too much attention, and which deserves more? 

I think it’s important to recognise that many workplace trends still have a valid role to play in the growth and development of an organisation. Hybrid working, employee wellbeing and, more recently, AI all receive a great deal of attention, and rightly so, because they each influence how organisations operate and support their people. However, if I had to identify one area that deserves more focus, it would be manager effectiveness. The quality of an organisation’s leaders and line managers is one of the strongest drivers of engagement, retention, productivity and employee wellbeing.

Organisations can invest in new tools, policies and workplace initiatives, but the day-to-day experience employees have with their managers often has the greatest impact. In my view, developing managers and building future leadership capability should receive far more attention, particularly as organisations compete for talent in an increasingly global market. Investment in leadership capability often delivers greater long-term value than chasing the latest workplace trend. Put simply, employees rarely leave because an AI strategy is poor; they are far more likely to leave because their everyday management experience is poor.

Which HR tasks do you think AI will genuinely transform over the next two or three years?

I founded Frontier Software over 40 years ago, and throughout that time we have seen continuous advances in technology driving innovation in payroll and HR management. Over the next two to three years, I believe AI will have the greatest impact on tasks where it can support better decision-making and reduce the burden of repetitive administration. One area I expect to be genuinely transformed is employee and manager self-service. This is already a strong use case for AI, with employees increasingly able to ask questions in natural language rather than having to navigate menus, policies or process documents.

For example, they may be able to quickly check leave entitlements or find answers to routine HR queries without needing direct intervention from the HR team. That kind of functionality has the potential to reduce everyday administrative pressure, improve access to information and create a better user experience for employees and managers alike. I don’t believe the years ahead will be about AI replacing HR. Instead, they will be about AI removing enough routine work to allow HR teams to spend more time on the areas where they add the most value, such as supporting people, developing skills and strengthening organisational capability.

Article originally published on HR Technologies August 2026.