AI's Influence on Human Resources Roles

Think AI will steal your HR Job? Ignore AI and its capabilities and you'll create a self-fulfilling prophecy. Don't fear it, learn it. Here’s how AI is changing HR and what you need to do to stay relevant. 1. AI Is Revolutionizing Recruiting 📌 What’s changing: AI-powered tools are screening resumes, scheduling interviews, and assessing candidates faster than ever. ⚠️ What it means for HR: Recruiters who rely on outdated manual processes will struggle to keep up. ✅ How to stay relevant: Learn how to use AI-driven ATS (e.g., HireVue, Paradox, Eightfold AI). Use AI to reduce bias in hiring (but don’t trust it blindly—always audit AI decisions). Focus on candidate experience—AI can automate tasks, but humans build relationships. 2. AI Is Reshaping Employee Engagement & Retention 📌 What’s changing: AI can analyze employee sentiment, predict turnover risks, and personalize engagement strategies. ⚠️ What it means for HR: If you’re still guessing why employees leave, you’re behind. ✅ How to stay relevant: Use AI-powered surveys (e.g., Peakon, Culture Amp) to track engagement in real-time. Leverage AI to identify burnout risks before they become resignations. Balance AI insights with human connection—people don’t want to be managed by algorithms. 3. AI Is Streamlining HR Operations 📌 What’s changing: AI is automating HR paperwork, compliance tracking, and benefits administration. ⚠️ What it means for HR: If you’re spending hours on admin work, AI can do it faster. ✅ How to stay relevant: Learn AI-powered HRIS tools (e.g., Workday AI, BambooHR, UKG). Automate onboarding workflows to free up time for strategic HR. Shift from HR admin to HR strategy—let AI handle the paperwork. 4. AI Is Changing Learning & Development 📌 What’s changing: AI is personalizing training, recommending career paths, and predicting skill gaps. ⚠️ What it means for HR: Generic, one-size-fits-all training is dead. ✅ How to stay relevant: Explore AI-driven LMS platforms (e.g., Coursera for Business, LinkedIn Learning). Use AI to create tailored career development plans for employees. Focus on coaching and leadership development—AI can teach skills, but humans mentor. 5. AI Is Transforming HR Analytics 📌 What’s changing: AI can predict workforce trends, analyze DEI progress, and optimize workforce planning. ⚠️ What it means for HR: If you’re only looking at past HR data, you’re missing out on AI’s ability to forecast trends. ✅ How to stay relevant: Learn AI-powered HR analytics tools (e.g., Visier, ChartHop). Use predictive analytics to forecast turnover, pay gaps, and hiring needs. Partner with finance and operations—data-driven HR pros will lead the future. The best HR pros won’t fear AI, they’ll learn how to use it. Agree or disagree? ⬇️ ♻️ Repost to inspire change in your network. ➕ Follow Ricardo Cuellar for more content like this.

Last month, McKinsey & Company published a report titled "A new operating model for people management: More personal, more tech, more human", highlighting the ongoing transformation of the HR function in the light of new #HRTech and #AIforHR capabilities. (link in the comments) The report outlines what this transformation looks like and how organizations can embrace a new people operating model. Here are some key takeaways: 1️⃣ Hyper-personalization of Employee Experience: Employees expect the same level of personalization at work as they do in their daily lives. AI-driven coaching, tailored training programs, and personalized compensation will become the norm. 2️⃣ The Rise of Digital Agents & AI Coaching: Organizations are already deploying AI-powered personal assistants to handle routine tasks, freeing HR professionals to focus on strategy, leadership, and employee well-being. 3️⃣ Frictionless Organizations & Fluid Talent Markets: Rigid hierarchies and job roles are being replaced by skill-based, dynamic talent marketplaces that match employees to opportunities inside and outside their organizations. 4️⃣ Managers Must Elevate Their “Humanness”: As automation reduces administrative burdens, leaders must focus on things that make humans unique: empathy, coaching, and ethical technology adoption to build trust and engagement. 5️⃣ The HR Function of the Future: The “Strategic Triumvirate” HR will evolve into three core roles: ✅ People Strategists – Translating business needs into workforce strategies. ✅ People Scientists – Designing data-driven talent interventions. ✅ People Technologists – Driving AI-powered HR innovation. It's especially interesting to look at Exhibit 1, depicting how #AIAdoption can automate and transform traditional practices (stating that "Two-thirds of today's people management processes can be largely automated"). Organizations that embrace this transformation will gain a competitive edge, outperforming peers in both employee engagement and financial success. But it is important to note that only a handful of organizations (5%) are routinely incorporating new technologies in their people management functions. Depending on where you sit in your journey, beginning (strategists), growing (scalers) or advanced (visionaries) you might focus on different things, but the overall advice is the same: -Set a clear North Star -Create a people transformation team -Reimagine boundaries, including between business and people -Experiment, continuously improve, and scale what works -Invest in technology and change -Maintain momentum What steps is your organization taking to future-proof your people management strategy? Let’s discuss! 👇

While most companies are still debating AI's role in HR, Top Employers are quietly transforming their people functions - and the results are surprising. At Top Employers Institute, we survey and certify the HR practices of 2,400+ multinational employers around the world. We’re cutting through ‘AI-hype’ with 2025 data from our latest research. Here are the 6 themes we're seeing on AI in HR: 1) AI Adoption is Accelerating. AI adoption in HR has been relatively slow - until now. In 2025, 39% of Top Employers have piloted, implemented, or established AI in their HR functions, up from just 27% in 2024. 2) Efficiency is the Top Priority (For Now). When asked about their key objectives for AI in HR, Top Employers overwhelmingly pointed to operational efficiency (62%) and data-driven decision-making (49%). However, some are already looking ahead to more strategic applications, with 37% aiming to leverage AI for learning innovation and 13% for strategic workforce planning. 3) Talent Acquisition Takes the Lead. Diving deeper into specific HR domains, talent acquisition emerges as the clear frontrunner for AI adoption. Top Employers are using AI-powered tools to streamline candidate screening and reduce bias in job postings. One standout example of a Top Employer is Unilever, which used AI to screen over 1.8 million job applications, resulting in a more diverse hiring slate and a significant reduction in time to hire. 4) L&D Gets Personal. AI is powering hyper-personalized learning experiences by analyzing employee skills, roles, and career aspirations. And AI-driven learning platforms can curate tailored content recommendations and learning paths - think like a learning algorithm tailored to you. One Top Employer, Airbus, is using AI to create adaptive learning programs that adjust in real-time based on employee performance and engagement. 5) Engagement Goes Real-Time. Rather than relying solely on annual surveys, leading orgs are leveraging AI to analyze employee sentiment in real-time across multiple touchpoints. IBM is unlocking employee engagement throughout the employee lifecycle to recommend best actions *in the moment*. 6) Ethical AI is Non-Negotiable. While Top Employers are bullish on AI's potential, they're also aware of the ethical risks. In fact, 27% have already implemented an ethical AI framework to ensure responsible and transparent use of the technology. Key principles include data privacy, bias mitigation, explainability, and human oversight. As one Top Employer put it, "AI should augment human decision-making, not replace it entirely." AI in HR is here to stay, but the orgs that will succeed at implementing AI are those that take a strategic, employee-centric approach, with a focus on enhancing human capabilities while keeping ethics at the forefront. Question for you: how are you using AI in your day-to-day work? Drop your thoughts below & comment “interested" if you want me to DM you our report on the 'Ethical AI Framework'.