This post was updated in June 2019.

Some of today’s most important conversations are happening in the realm of HR. Whether it’s about #RealDiversityNumbers, when a contractor is more like a part-time employee and even the ethics of a company’s supply chain, HR departments are now being tasked with driving organizational change for the better.

As a result, more and more companies are creating highly strategic HR functions and staffing them with specialists who can take on and enrich these discussions.

Today, there is a wider array of jobs in HR than there have been in the past, and job seekers looking for new opportunities in the field have caught on to this trend. New research from the Indeed Hiring Lab shows that job seekers nationwide are increasingly interested in many specialized HR roles. Key findings include:

“Talent acquisition” is one of the top 10 emerging job searches. From 2013 to 2014, talent acquisition was one of the most popular job search categories, growing 17% nationwide. Atlanta, in particular, appears to be one of the hottest markets for talent acquisition jobs—searches there grew 32% between 2013 and 2014.

Searches for HR leadership positions are rising dramatically in several markets. Job seekers looking for “Human Resources Director” positions increased markedly between 2013 and 2014 in Chicago (44%), Dallas (49%) and Washington, DC (49%). “Human Resource Manager” searches increased 63% in New York City.

Interest in corporate social responsibility is growing. Corporate social responsibility positions often reside within HR. Searches for these positions grew significantly in Los Angeles (76%), New York City (34%) and Chicago (25%) between 2013 and 2014.

Employee relations is an area of interest. In Houston, searches for “Employee Relations” positions grew 49% between 2013 and 2014.

These are just some indications of the changing nature of HR and talent management. Growing interest in talent acquisition could suggest that many people are hoping to grow in the area of both anticipating and meeting talent needs before there are gaps within an organization. This is an evolution of traditional sourcing and requires people who are very analytically minded.

The growing interest in HR leadership positions at the director level suggests that more people in HR are considering the trajectory of their career and hoping to contribute to the strategic vision of an HR team—whether that’s through recruiting, employee engagement or training and development.