Embracing the Shift: Why HR Can’t Afford to Ignore AI

Let’s be honest. For many HR professionals, the term "AI" still feels like something that belongs in a futuristic sci-fi movie—not your day-to-day toolkit. But here’s the truth: AI in HR isn’t coming. It’s already here. And if we ignore it, we risk missing one of the biggest opportunities to reshape how we lead, support, and serve the people in our organizations.

This isn’t about replacing humans with robots. This is about helping humans lead better—with tools that actually work.

What AI in HR Really Looks Like (It’s Not What You Think)

AI isn’t just algorithms and automation—it’s a practical, everyday asset. My team uses AI daily including simple ways such as using Microsoft Copilot to take meeting notes, create action items, interview note transcription, creating slide decks, SOP templates, and job descriptions and so much more. Here’s are a few additional examples of what AI can already do in real-world HR:

• Automate Resume Screening: AI tools like HireVue, Pymetrics, and Paradox can screen thousands of resumes to find candidates aligned with the role—saving HR teams hours of manual work.

• Enhance Learning & Development: Platforms like Degreed or LinkedIn Learning use AI to recommend courses based on employee goals, performance, or role changes.

• Predict Retention Risks: Tools like Lattice or Workday can analyze behavior patterns and engagement metrics to flag potential attrition—before it happens.

• Improve Employee Experience: Chatbots and AI assistants handle FAQs, onboarding support, or policy questions 24/7.

There are so many more ways HR can use AI. AI can help us listen better, act faster, and build more equitable, responsive workplaces—without sacrificing the human connection we’re here to protect.

The Numbers Don’t Lie

• 92% of HR leaders plan to increase use of AI in at least one area of HR (Gartner, 2023)

• 1 in 4 organizations are already using AI to assist in hiring and recruitment

• HR teams using AI report 35–40% reduction in administrative time and a 25% boost in employee engagement (IBM)

How HR Can Start Embracing AI—Today

• Start Small: You don’t need an enterprise platform. Try using ChatGPT or Copilot to help write job descriptions, interview questions, or policy drafts. This is such a simple yet effective time saver!

• Educate Your Team: Host a lunch-and-learn on AI in HR. Demystify it. Empower your peers to explore it. We talk about AI in HR in nearly every team meeting and created an AI committee at our company to help educate our employees and explore more meaningful ways to engage AI in our everyday work processes.

• Map the Low-Hanging Fruit: Where does your team spend the most time on repetitive tasks? AI might be able to do it better—and faster.

• Stay Human: Use AI as a tool, not a replacement. Let it free you up to focus more on empathy, coaching, and culture—the things that actually require a human.

Final Thoughts

AI isn’t a threat to HR—it’s our biggest unlock.

Let’s stop being afraid of the shift and start leading it. We can use these tools not just to become more efficient, but to build workplaces that are more intentional, more inclusive, and more human. We are the translators between people and policy, tech and trust. Let’s prove that HR isn’t behind—it’s boldly ahead.

Let’s hear from you. How are you using AI in your HR work? What scares or excites you about this new frontier? Drop your thoughts in the comments below.