Tips for HR Professionals to Adapt to AI

I speak to 100's of HR team's a year. Here's 5 steps the best ones are doing to embed AI.   Too many HR teams are either intimidated or overwhelmed when it comes to AI, and they're falling behind.   Instead, embrace the below steps and you'll be in the top 10% of People teams using AI.   1. Create dedicated, protected time   You can't just slap AI on top of your day job, or squeeze it in between meetings (duh).   The work you're doing today will always trump the deep focus time you need to be successful.   So carve it out, choose 1 of these: - Commit 1-2 hours a day to AI, or - Give 1 day a week to AI.   If you need to drop something to make this happen, do it. This must be higher priority than at least one thing you're team does or it won't get the attention it needs.   Protect the time, remove distractions — go into deep focus and spend it doing one of the things in the next step.   2. Time box it   If you're just starting out, commit to doing a short term blitz and then work out how to embed it longer term.   Here's a format you can steal:   6x week sprint:   Weeks 1-2: Focus only on learning/immersing yourself in what's possible Weeks 3-4: Focus on testing the tools you saw in weeks 1-2 Weeks 5-6: Move from testing to actually building (what to build is covered in step 5)   3. Curate learning, don't create   There's so much free content available on using AI that you'd be crazy to spend money on it.   - Greg Isenberg - Ruben Hassid - Jeff Su These are just three (from dozens of) creators I love, who share genuinely actionable insights on embedding AI.   Spend time watching and seeing what can be done - this will get your brain subconsciously thinking about AI solutions for your team.   4. Empower your team   The key message here is: 'remove friction'   Time is a friction (tackled in step 1), but the second biggest one I see, is money.   Don't let budget be a blocker here.   If you're CEO wants you to embed AI practices (and you should to quit if they don't) — then securing a small budget is a no brainer.   There's so many tools - give your people a chance to trial a bunch of them and see what works.   Then: - Keep the ones that work - Remove the ones that don't   Don't make a big procurement process block game changing improvements.   5. Start small when building   Don't try to boil the ocean.   You won't be able to replace a HRBP in a week.   Instead, start small.   Pick the smallest workflow/process/interface under your remit, and start there.   Use your success here to build momentum and move up the value chain.   Don't let overwhelm and intimidation stop you from becoming a more effective People team.   Tell me, which step do *you* think is most important to embedding AI in People teams?

How I’m Using AI in HR: A Practical Introduction Like many HR leaders, I’ll admit I was skeptical when AI first started showing up in conversations about the workplace. Could it really add value without replacing the very human side of HR? Over the past year, I’ve experimented with different tools and prompts—and what I’ve learned is that AI is not here to replace us. It’s here to support us. When used thoughtfully, it frees up time for the parts of HR that matter most: strategy, coaching, culture, and people. Where AI Has Helped Me Most: - Drafting faster: Whether it’s job descriptions, policy summaries, or leadership talking points, AI helps me get a solid first draft in minutes. - Cutting through noise: Summarizing employee surveys or condensing compliance updates has become less overwhelming. - Creating options: Instead of staring at a blank page, I can ask AI for three different versions—then shape the one that fits best. Tips I’ve Learned About Prompts: - Be specific: A clear request gets a clear answer. - Iterate: Ask AI to refine—shorter, more inclusive, or tailored to your audience. - Check everything: AI gives you a starting point, not a final draft. - One of my go-to prompts is: “Draft a job description for a frontline supervisor that emphasizes teamwork, safety, and career growth. Keep it concise and engaging.” Minimizing the Anxiety. Introducing AI can feel unsettling for teams. I’ve found that anxiety goes down when you: - Frame AI as an assistant—not a replacement. - Start small, try it with tasks like interview scheduling or policy drafts. - Share wins, highlight when AI saves time or improves clarity. - Keep humans in the loop, we still make the decisions. Tools I Recommend: Here are four tools I’ve tested (and would recommend exploring): - ChatGPT (or Gemini): for writing support, policy drafting, and communications. - Leena AI: an HR chatbot that answers employee questions instantly. - Moveworks; integrates with Slack/Teams to resolve HR/IT requests in real time. - Clara Labs: an AI scheduling assistant for interviews and reminders. Final Thought: My biggest lesson? AI is most powerful when it gives us back time—time to listen, coach, and focus on people. Start small, experiment, and keep HR human at the core. 👉 I’m curious—how are you (or your teams) using AI in HR today? What’s one win you’ve seen so far?

HR has needed to be a strategic partner for decades. AI will force the conversion, one way or another. My new column in MIT Sloan Management Review has a simple but uncomfortable argument: the window for HR to prove its strategic value is closing fast. It's also never been more needed. AI systems now draft job descriptions, screen applicants, analyze compensation, answer policy questions, and facilitate coaching conversations. The HR technology market is projected to nearly double: from $40 billion to over $82 billion by 2032. Most of that growth comes from tools doing work HR professionals currently own. SHRM research shows only 1 in 8 HR teams operates at high maturity. The average score: 3.85 out of 6. That's a huge vulnerability for those stuck in operating mode. "HR never met a program it didn't like" as Tracy Layney put it to me. Samantha Gadd hit it even harder: "Choose a wall and put all the initiatives that everyone's working on up there, and then ask, 'If we stopped doing some of these, what would employees actually notice?'" The practical moves change direct from programs to designing experiences with employees, and more importantly driving organizational performance: 🔸 Train for strategic thinking, not narrow specialization. 🔸 Tie people outcomes to business metrics with the same rigor as finance. 🔸 Eliminate programs that generate activity without outcomes. 🔸 Use AI to free up time for the coaching and organizational work that matters It also involves a huge evolution in skills: "Getting along with everyone might actually be a challenge in this role" as Kit Krugman put it. I wrote this piece after conversations with dozens of CHROs, including Eric Severson, Kit, Samantha and Tracy—three of whom are also on stage with me at Transform! 📎 Link in comments, let me know what you think! What's your read: is HR seizing this moment, or watching it pass? #Transform2026 #AI #HR #CHRO

💬Now is the time for leaders to rethink job descriptions. Many believe that updating job descriptions every 3-5 years is sufficient. 🐌 Those days are gone. ⏩ You should be reassessing jobs every 4-6 months. Focus on the human elements that Al cannot replicate: ✅ creativity ✅ strategy ✅ interpersonal skills Then, thoughtfully redesign roles to use Al's strengths so that there’s more time to apply those human elements! This is not about replacing jobs, but reimagining them to foster innovation and drive business growth. What does this practically look like? 🖥️ IT As AI takes over routine coding and troubleshooting tasks, IT professionals can focus on designing complex, strategic IT architectures, cybersecurity innovations, and facilitating the integration of new technologies within the company. 📊 Finance AI can handle data analysis and report generation. Finance experts can shift towards interpreting this data for strategic decision-making, focusing on financial forecasting and advising on investment opportunities leveraging AI-driven insights. 🤝 Sales With AI handling initial customer inquiries and lead qualification, sales representatives can dedicate more time to understanding client needs, building relationships, and developing customized solutions that truly resonate with each customer. 🔄 Operations As AI streamlines logistics and inventory management, operations personnel can concentrate on optimizing supply chain strategy, vendor relations, and sustainability practices. 👥 HR AI can manage payroll, benefits administration, and resume screening. HR professionals can then focus on employee engagement strategies, professional development programs, and fostering company culture. 🎨 Marketing With AI taking on market analysis and targeted advertising, marketers can pivot to crafting more compelling brand narratives, innovative campaign strategies, and engaging content that speaks to human emotions and experiences. ⚖️ Legal AI can assist in document review and due diligence processes. Legal professionals can focus on complex negotiations, strategic counseling, and providing personalized legal advice where human judgment is critical. 📦 Supply Chain AI could handle demand forecasting and inventory optimization. Supply chain experts can then work on strategic partnerships, resilience planning, and exploring new market opportunities. —- The savviest employees have learned new ways of working already. How about you? Have you told anyone that you no longer work the same way? Share how you’re working differently now 👇🏻 #Innovation #Growth #AI #management #FutureOfWork

As AI transforms the workplace, HR leaders are at the forefront of ensuring ethical implementation and human-centric practices. Here are critical areas we must address: a) Inclusion and Collaboration: Implement clear guidelines to ensure AI complements human roles rather than replacing them. Could you create a collaborative environment where humans and AI work synergistically? b) Bias Mitigation: Establish robust safeguards against algorithmic bias. This includes thoroughly vetting AI vendors and ensuring transparency in AI decision-making processes. c) Upskilling and Adaptation: We need to develop comprehensive training programs that empower employees to work effectively alongside AI. Let's promote a culture of continuous learning and technological adaptability. d) Ethical AI Use: Form an AI ethics committee to guide responsible AI adoption and usage across the organization. Develop and enforce clear ethical AI policies. e) Data Privacy and Security: Implement stringent data protection measures to safeguard employee information while leveraging AI benefits. Regular audits and updates to privacy policies are crucial. f) Performance Management Evolution: Rethink evaluation metrics and processes in AI-augmented workplaces to ensure fairness and accountability. g) Diversity and Inclusion: Harness AI to enhance diversity initiatives while implementing checks to prevent algorithmic discrimination. HR professionals have a unique opportunity to shape the future of work. One must proactively develop strategies that maximize AI's potential while prioritizing our workforce's well-being and growth. I'm eager to hear your thoughts: a) What challenges and innovative solutions are you encountering in your organizations regarding AI integration? b) How are you balancing technological advancement with maintaining a human-centric workplace? #FutureOfWork #AIEthics #HRTech #DigitalTransformation #EmployeeExperience #DigitalAgents #AIAgents #DigitalOrganization

Where HR Stands in the Age of AI: Balancing EQ with Automation. The world is changing fast. IBM replaced 200 HR roles with AI agents. That’s not a warning—it’s a wake-up call. But this isn’t about fear. It’s about direction. AI is eating routine work. Screening resumes. Scheduling interviews. Answering policy questions. It’s not personal. It’s math. If a machine can do it faster, cheaper, and without fatigue—it will. But here’s what AI doesn’t do well: - Understand the emotional context of a tough conversation - Coach a struggling employee - Navigate workplace conflict - Build culture through lived values - Lead people through change This is where human HR wins. Every time. The future of HR isn’t about resisting AI. It’s about working with it. Here’s how you stay relevant: - Learn how AI tools function—curiosity beats fear - Use automation to free up your time - Invest that time into strategy, coaching, and culture - Position yourself as the human intelligence behind machine efficiency HR professionals who combine emotional intelligence with AI fluency will lead the next generation of workplaces. Not get replaced by them. So ask yourself: - What part of your work feels repetitive? - What AI tools are already out there to support you? - What soft skills do you bring that no algorithm can replace? Start there. Because the HR leaders of tomorrow are not afraid of AI. They’re learning how to use it. And they’re using it to double down on what makes them human. #humanresource #AI #EI #EmotionalIntelligence #AITraining #CorporateTrainer #HR

AI won’t replace HR. But HR teams who use AI will replace those who don’t. That shift is already happening. Across recruitment, onboarding, and retention, artificial intelligence is helping HR leaders move from an administrative overload to a data-driven, people-first strategy. Here are 10 powerful ways AI is transforming Human Resources right now: 1. Smart Talent Acquisition AI can scan thousands of resumes in seconds, identify top matches, and reduce human bias in screening. 2. Intelligent Interviews AI tools conduct first-round interviews and assess tone, confidence, and communication skills — saving recruiters hours per week. 3. Predictive Hiring Insights By analyzing workforce trends, AI forecasts future talent gaps and helps organizations hire proactively. 4. Personalised Learning and Development AI curates learning paths based on each employee’s goals, skills, and role — turning training into continuous, personalised growth. 5. Performance Analytics It tracks engagement, productivity, and sentiment to help managers make fair, data-backed performance decisions. 6. Employee Sentiment Monitoring AI reads feedback and survey patterns to spot burnout or disengagement before it becomes turnover. 7. Diversity and Inclusion Support It flags biased language in job descriptions and helps create more equitable candidate pipelines. 8. HR Process Automation AI handles onboarding, payroll, and leave management — freeing HR professionals to focus on people, not paperwork. 9. Real-Time Employee Support AI-powered assistants answer HR questions 24/7, improving employee experience and accessibility. 10. Strategic Workforce Planning AI uncovers patterns in attrition, skills, and demographics to support long-term, data-driven workforce strategies. AI doesn’t take away the “human” from Human Resources — it amplifies it. Used wisely, it allows HR to focus on empathy, connection, and culture — the very things technology can’t replicate. Which of these use cases do you believe will reshape HR the most in the next two years? Let’s discuss below. #AIbasedHR #AI #ArtificialIntelligence #HumanResources

Most AI pilots fail because leaders don’t know how to use them. Here’s how you can avoid becoming another failed AI case study. Throughout my journey in HR, I have learned through messy transformation projects to rolling out talent systems across geographies, to late nights learning from thinkers like Dave Ulrich and Peter Cappelli. With AI reshaping work, those lessons feel more relevant than ever. Here is what I have learned until now: 1. Make AI strategic, not experimental A BCG study shows 74% of companies struggle to scale AI, while only 30% in India unlock real value. The lesson: don’t start with a shiny tool. Start with one business problem where AI can directly improve outcomes, like reducing churn or improving response time. 2. AI works best as amplification, not replacement Infosys used AI to automate project monitoring, freeing managers for client strategy. The win wasn’t cutting jobs, it was scaling judgment. Here’s a solid framework to help you with this shift: 1. Map the problem: What tasks do people do that are repetitive or data-heavy? 2. Involve the users: those doing the work need to help define the AI use case. 3. Upskill: both technical (data, AI tools) and human skills (judgment, trust, communication). 4. Govern: Build strong ethics, transparency, and privacy frameworks. If you treat AI as a way to amplify what people are already good at, not replace it, you unlock its strategic potential. How is your organisation preparing its workforce for this shift?

AI-Augmented Organization Development: Redefining How We Diagnose, Analyze, and Transform Organizations. Today, with the rise of Artificial Intelligence (AI), OD is entering a new era: one that is data-driven, predictive, and deeply insightful. By augmenting OD with AI tools, leaders can go beyond assumptions and uncover patterns that were previously invisible. Key Applications of AI in OD 1️⃣ Organizational Diagnosis with OrgVue: It integrates organizational data—spanning roles, costs, skills, and reporting structures—to create a “digital twin” of the organization. With this, HR Leaders can simulate restructuring, forecast workforce costs, and test design changes before implementation. Instead of reactive restructuring, organizations move towards proactive design thinking at scale. 2️⃣ Culture Audits with Perceptyx: It uses AI-driven sentiment analysis across surveys, open-text feedback, and communication patterns to uncover the “hidden layers” of organizational culture. This allows HR leaders to move beyond engagement scores to understand micro-cultures, trust networks, and cultural blockers in real time. 3️⃣ Leadership Behavior Analytics with Eightfold.ai: It leverages AI-powered talent intelligence to map leadership behaviors, identify skill adjacencies, and even predict derailers. Organizations can design personalized leadership development journeys, ensuring succession pipelines are both ready and resilient. 🌟Benefits for HR & OD Professionals ✔ Accuracy – AI cuts through bias and reveals patterns missed by traditional surveys. ✔ Speed – Complex analyses that took months can now be completed in weeks—or days. ✔ Insights – Beyond “what’s happening,” AI provides the “why” and “what’s next.” ✔ Impact – OD moves from episodic interventions to continuous transformation. ⚠️Challenges & Ethical Considerations While the promise of AI is exciting, HR and OD professionals must navigate carefully: Bias in AI Models: If historical data carries bias, AI can reinforce it. Transparent, explainable AI (XAI) must be prioritized. Data Privacy: Employee trust is critical. How data is collected, stored, and used must be clear and ethical. Adoption Resistance: Leaders and managers may resist data-driven insights that challenge their instincts. Building AI literacy in HR is key to adoption. The leaders who embrace AI in OD today will build organizations that are not just future-ready, but future-resilient. #AI #OrganizationDevelopment #FutureOfWork #OD #HRStrategy #LeadershipDevelopment #DigitalTransformation

🎙️ "AI transformation in HR can help supercharge business transformation because the business strategy starts with the people strategy." This HR playbook authored by Jacqui Canney and Brandon Roberts, respectively Chief People and AI Enablement Officer and Global Head of People Analytics, AI and Product at ServiceNow, provides a practical framework for HR leaders to navigate the AI revolution. They rightly frame that this is not just as a technological shift, but as a "human renaissance." The playbook lays out a comprehensive three-point plan for HR to lead the AI transformation. 🔎 First, Reimagine an AI-powered HR function. This includes partnering with IT, establishing an HR AI operating model, use case prioritisation, taking the lead on AI governance and identifying HR roles of the future. 🔎 Second, Enable AI in HR and across the organisation. This is about building AI literacy and governance across the company, ensuring employees have the skills and policies needed to responsibly adopt new tools. 🔎 Finally, Transform the Workforce by equipping people with the skills to partner with AI, preparing them for new roles that will emerge from this shift. The playbook also highlights practical examples of AI in action at ServiceNow, such as an AI-powered chatbot to resolve employee requests, which provides instant answers for common questions, and leveraging generative AI to summarise complex documents. These examples demonstrate how AI delivers tangible value by driving efficiency and improving the employee experience, proving that a holistic, agile approach can lead to both quick and sustainable progress. 🚀 The article is featured in the August edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/e733FXTD 🚀 #humanresources #peopleanalytics #chiefpeopleofficer #learning #hrtech #workforceplanning #employeelistening #leadership #culture