How HR can innovate with AI while keeping humans in the loop

Nearly half of HR leaders worry AI or Agents could replace parts of their role. That insight says a lot about where the profession stands today. Not afraid of technology, but uncertain about what “People work” will mean in the years ahead. Our AI & HR Readiness Report 2026 highlights the tension between optimism about what AI can enable and concern about what it might take away 💡 For HR, this isn’t just about adopting new tools. It’s about leading the change and making sure AI amplifies the work People leaders put in every day. 🔗 Full report in the comments.

When HR hears “AI,” they think growth and opportunity. When IT hears “AI,” they think risk and responsibility. Roy Hwang, our CTO at Data Society Group, put it plainly: IT and HR are used to staying aligned, because when they don’t, bad things happen. But with AI, misalignment shows up fast. For HR, AI represents excitement. A chance for employees to learn, grow, and not get left behind. For IT, AI means more work, vetting tools, integrating workflows, setting policies, and protecting the business from operational and legal risk. It’s no wonder these departments can feel like they’re pulling in different directions. HR wants to say yes to innovation. IT has to say no to protect the enterprise. The fix? Alignment on strategy. And most importantly, agreement on what success actually means. That’s where AI initiatives live or die. Where do you see the biggest risks of misalignment in your org when it comes to AI adoption?

💡 AI isn’t replacing HR — it’s redefining it. The real power of AI in HR doesn’t lie in the tools we adopt, but in how our people use them. To stay relevant and strategic, HR teams must build new capabilities that blend data fluency, ethical judgment, and business impact — not just technical know-how. At HRSG, we believe capability building is the key to meaningful transformation — not just digital adoption. #FutureOfWork #HRTransformation #DigitalHR #AICompetencies #PeopleAnalytics #HRSG

🔥 AI in HR: Insights from SHRM NorCal 2025 Visited most of the AI talks at the SHRM NorCal Conference this year, and it’s safe to say: this topic is on fire! Here are my top three takeaways: ⚖️ AI legislation is coming fast (ouch!). Responsible AI isn’t optional anymore, it's a requirement. Luckily, Eric De Wames is managing to keep up with all the changes, so make sure to follow him to stay up to date and check out his podcast too! 🧠 Data protection and responsible use came up a lot. Training and communication are key to ensuring safe and responsible adoption. The future of AI-driven HR depends on trust and transparency about what’s automated, data boundaries, and bias safeguards. 🚀 AI is here to stay, so take the proactive approach! Act now, audit your systems and your vendors, and educate yourself instead of reacting to problems as they arise! If you’re exploring how to integrate AI thoughtfully into your business, I’ve shared a list of great starting points in the comment section below 👇 #SHRMNorCal25  #AIinHR  #FutureOfWork  #ResponsibleAI  #HRInnovation  #HRLeaders

🚧 HR + IT: Lost in Translation? One of the biggest blockers to AI in organisations isn’t the tech itself. It’s the silos between HR and IT. Different priorities. Different governance models. Different language. The result? AI stuck as a “pilot project” instead of embedding into real work. ✅ HR sees people outcomes. ✅ IT sees systems, security, and scale. Both are right but until they align, AI never moves from innovation theatre to business impact. 👉 The organisations winning right now are the ones where HR + IT co-own AI shared KPIs, shared governance, shared wins. Do you agree? Where do you see the biggest misalignment? Culture, compliance, or capability? #HR #AI #FutureOfWork #DigitalTransformation

Did you know that 60% of UK HR professionals are ready to adopt AI into their processes? Integrating AI into HR and business operations is not just a trend. It is a transformative movement reshaping the professional landscape. Whether you're an HR professional, a business leader, or simply interested in the evolving landscape of AI, this blog offers valuable perspectives and actionable insights to help you harness AI's full potential. Click here to read: 🔗https://hubs.ly/Q03JmZMb0 #HRprofessionals #ArtificialIntelligence #AIforHR

✨“We are standing at a turning point with how AI impacts the employee benefits experience.”✨ Our Jennifer Trzepacz, Chief People Officer, shares an HR leader POV about the findings from our new research that uncovers how HR leaders are using AI to improve the health and benefits experience! AI in HR has become a strategic imperative, and here's what you need to know: ✨Adoption is accelerating. ✨Formal AI governance matters. ✨Trust is non-negotiable. Click below to watch! ⬇️ Download our findings from the survey, “AI That Delivers; HR Leaders on Health, Trust, and Better Benefits.” https://lnkd.in/dM9_5Gwu

⚠️ 9-to-5 is dying — and AI just wrote its obituary. Ten issues ago, I started Kindsight asking: 👉 Will AI replace HR? Now the question has changed: 👉 If AI replaces HR… who protects the human? In this milestone Issue #10, I explore: 🧠 How AI is rewriting the rhythm of work 💼 Why “back-to-office” mandates may break trust 📊 And how CSRD is quietly turning work-life balance into a compliance mandate The future of work isn’t just about time or place anymore — it’s about meaning. 📰 Issue #10 drops tomorrow morning. Subscribe now so you don’t miss the most human conversation about AI yet. 🔗 https://lnkd.in/eAr8srZA #KindsightBySoma #AI #FutureOfWork #HR #HRTech #PeopleAnalytics #Leadership #WorkLifeBalance #Culture #CSRD #DigitalTransformation

I just attended the Employ HR Tech 2025 webinar, and (no surprise) one of the biggest conversations was around #AI in HR. As I keep learning, adopting, and implementing #AItools into TA and HR processes, I’ve been building a framework to ground my thinking. A few key considerations stood out from the session: 1️⃣ Be transparent. Advise candidates on how AI is being used in the hiring and talent process. 2️⃣ Own the process. We should understand how AI is making decisions. 3️⃣ Validate the output. Don’t just accept results, check that they make sense in practice. 4️⃣ Focus on the “why”. Be clear on the challenges AI is meant to solve, not just the novelty of the tool. I’d add: this is less about replacing people and more about using these resources responsibly. What else would you add to this list as we build ethical, effective AI practices in the people processes?

“AI is not magic. It’s amazing, impressive technology that can totally transform your business." IBM's CHRO, Nickle LaMoreaux, makes the case for how AI is helping HR take a larger strategic role in a #HRTech2025 keynote. https://lnkd.in/ducBJ_Sm #AIInHR #HRTechConf