"I don't know yet how to best use it, but I know we can't ignore it." This sentiment, shared by one HR leader in a recent pre-workshop survey, captures the current state of AI adoption in HR. While 42% of HR professionals are already using AI multiple times per week or daily, many are still grappling with how to move from occasional use to strategic implementation.
As someone who's spent the past 20 months working closely with HR teams and AI experts, I've seen firsthand how this technology is reshaping our field. In responses to our survey throughout 2024 HR leaders revealed that "unfamiliarity with possibilities" and "keeping up with technology" are the top challenges in adopting AI. But here's what's interesting: the HR professionals who've embraced AI aren't just using it for basic tasks—they're transforming how they approach everything from investigations to policy development.
Let's explore three critical areas where HR can lead the way: building trust, addressing bias, and preparing for an AI-supported future. These aren't theoretical concepts—they're practical challenges that need HR's unique expertise.
Building Trust: The Foundation of AI Adoption
When asked about their biggest concerns, 35% of HR leaders in our survey mentioned data privacy and security. Another 28% worried about accuracy and reliability. And it’s important to acknowledge that these aren't just technical issues—they're preparedness and trust issues.
How to Build Trust:
Meet People Where They Are One HR director shared how they turned skepticism into enthusiasm by hosting informal lunch-and-learns focusing on practical applications: "We started with something everyone hates—writing investigation summaries. When people saw how AI could help draft these faster while maintaining quality, their whole perspective shifted."
Address Fears Openly Our survey revealed that concerns about AI range from "erosion of problem-solving skills" to "machines taking over." Instead of dismissing these fears, successful HR teams are addressing them head-on through transparent discussions about AI's role as a tool for enhancement, not replacement.
Start Small, Show Impact Several survey respondents reported starting with simple tasks like polishing emails or drafting initial response letters, and then moving into more complicated processes, such as tool stacking and automation. As one leader noted, "What convinced my team wasn't dumping a bunch of options and tools without direction—it was seeing how AI saved them time on routine tasks they used to dread."
Fighting Bias: Ensuring Fairness in AI Tools
"How do we maintain the human touch while leveraging AI's efficiency?" This question, raised by multiple survey respondents, gets to the heart of HR's role in AI implementation.
Steps to Address Bias:
Partner Early with IT and Vendors Several HR leaders in our survey emphasized the importance of being involved in AI tool selection from day one. One shared how their early intervention prevented the implementation of a recruitment tool that would have inadvertently screened out qualified candidates due to language patterns. And something else to remember… GenAI is new for many departments, including IT. Don’t assume that your tech team is more informed on what HR needs. Do your research and be clear about the outcomes needed for your HR team. As Steven Enk, Head of Digital Intelligence for Trax, and my brother, noted in the 10/23/24 recent AI Quick Clinic, "My job is to support what the business needs. In the context of HR, one of the challenges that I have is understanding who will support/administer it, the security around it, and ensuring we're not potentially exposing company secrets or putting ourselves in a liability position." – Steven Enk.
Create Clear Governance Frameworks According to our survey, 40% of HR professionals are concerned about maintaining appropriate boundaries with AI use. Successful teams are developing clear guidelines about when and how AI should be used, particularly for sensitive tasks like employee communications and investigations.
Establish Review Protocols One surprising finding from our survey: departments with established AI review processes reported 60% higher satisfaction with their AI implementations. Regular audits and feedback loops aren't just nice-to-haves—they're essential for maintaining fairness and accuracy.
Preparing the Workforce for an AI-Supported Future
Our survey revealed something fascinating: the HR teams most successfully implementing AI aren't necessarily the most technically advanced—they're the ones with the clearest vision for how AI fits into their organizational culture.
How to Prepare:
Start with a Skills Audit: Understanding your team's AI readiness isn't just about counting who uses what tools. Begin by mapping your team's current capabilities—from power users leveraging AI for complex analysis to those who haven't yet started. Assessment should cover core competencies like communication enhancement, document creation, process automation, and data analysis. The goal isn't to highlight gaps, but to create targeted development paths that align with individual roles and departmental needs.
Focus on Integration, Not Automation: The most impactful AI implementations start with identifying friction points—those time-consuming tasks that require both efficiency and judgment. Success comes from thoughtfully mapping where AI can enhance human work rather than replace it. Create clear frameworks that define when AI should support versus when human judgment must lead, and establish quality control measures that leverage both AI capabilities and human insight. Remember: the goal isn't to automate everything, but to amplify your team's expertise.
Build Learning Into the Process: Creating a learning culture around AI requires multiple touchpoints. Consider establishing regular "AI Office Hours" for real-time support, monthly showcase sessions where teams share wins, and peer mentoring pairs that match experienced users with newcomers. Foster experimentation by creating safe spaces for testing new applications, while maintaining clear guidelines for appropriate use. Most importantly, link this learning to concrete outcomes—track improvements in efficiency and quality, and connect AI proficiency to career development paths.
The key is viewing AI adoption not as a technical challenge, but as a transformation in how your HR team operates and delivers value. This mindset shift, supported by structured learning and clear frameworks, enables teams to move confidently into an AI-enhanced future.
Moving Forward: The Role of HR Leadership
The data from 2024 is clear: HR departments that approach AI slowly, and intentionally, with dedicated time and resources, rather than focusing only tactically, are seeing the biggest gains. While they are leveraging AI tools for tasks to allow for time gains, they're also thinking and acting big picture on how their entire function operates.
But here's my firm belief (and has been since I started my AI journey in Dec ‘22, HR has the most unique opportunity to shape how AI is implemented across their organizations. As one CHRO that attended the SHRM NY conference noted, "If we get this right in HR, we create the blueprint for the rest of the organization."
The question isn't whether AI will transform HR—it's already happening. The real question is whether your HR team will lead that transformation or simply react to it.
How is your HR team preparing for this transformation? I'd love to hear your thoughts and experiences.Interested in AI upskilling for your HR Team in 2025? Looking for conference speakers that can speak AI to HR without the jargon? Let's schedule time to chat!
