The role of HR in an organization doesn’t cease to exist with the advent of AI – it transforms and metamorphoses to something more strategic, more value adding and undoubtedly more efficient. Treating AI tools and technologies as an enabler to “do more with less” will help the HR fraternity to move up the value chain and re-establish the importance of the function in a new dimension. However, adopting these tools/practices early on and understanding the co-existence of technologies and humans with the right balance are critical to this success. Embracing AI and automation is the only way to ensure that, as a function, HR is not left behind when the rest of the organization has moved way ahead.
A number of organizations have already started using automation/AI agents; others are figuring out and are at different stages of progress. In my opinion, there are multiple areas where the use of AI will definitely improve efficiency, bring in productivity and positively impact customer experience in people processes. Be it in the acquisition of talent, understanding skill gaps, predictive analytics, employee query support, employee engagement or building manager capability, AI systems can perform these tasks faster, with fewer errors, and at scale. Admitting this will only bring in a strategic advantage to the function.
So how does all of this change the role of HR in future?
- The future of HR is going to be far more architectural and human-centric. When I started my journey in HR and had to spend a lot of time doing repetitive tasks, data analysis, following up for process closures, etc., I always wondered and wished for a day when I could spend more time on redesigning jobs, organization development, capability building and matching people’s aspirations to jobs. I guess the day has come for HR to transition from managing the workforce of today to designing the workforce of tomorrow. As technological advancements happen rapidly around us, one of the most critical things that organizations will need to focus on is Job Redesign. AI can tell us what new hot skills are emerging, but HR must decide how to redeploy, develop, and inspire people through that transition.
- Enabling the managers to transition through changes driven by Generative AI will also be an expectation from HR. Shaping up manager capability and building a culture where employees reskill and upskill themselves without getting stressed and anxious about job security will be key to success.
- Decisions based on algorithms will work for standard routine conditions and situations, but when it comes to exceptions, it is still the human who needs to weigh the pros and cons and finally make a call. Technology will help to make a decision, but it cannot be the sole decision-making authority, especially when it’s about people, their careers and eventually their lives. So, the role of HR as a decision maker in complex and exceptional situations continues.
- HR will continue to play a key role in ensuring psychological safety in an organization – nothing can replace an interpersonal discussion with an employee on career counselling, manager conflict, performance issues or work-related burnouts.
- Lastly, let us also not forget that AI will need governance – how and where to use it ethically, keeping in mind boundaries and compliance will also be expected out of HR.
It is going to be absolutely critical for HR to keep on learning and upgrading itself to remain relevant amidst all these changes happening around them. Understanding AI tools, their applicability and impact, skills related to Organization Design/Development and Change Management will be the muscle that the HR professionals need to build. By automating the repetitive, AI elevates HR to focus on what truly drives organizational success: people, purpose, potential, and performance. The HR professional of the future will be less of an administrator and more of a strategist, coach and change leader.
References:
4 Actions HR Leaders Can Take to Harness the Potential of AI – Harvard Business Review, Nov 2023
CIPD HR People Pod: https://www.cipd.org/en/knowledge/podcasts/hr-people-pod/ Priorities for the People Profession in 2026