How Technology Transforms Human Resources

In December, I facilitated an AI ALPI's AI advisory workshop for a global CHRO and her team. Her question: OpenAI's O3 beat human experts. What does this mean for our HR function? My diagnostic revealed a deeper truth: → Their HR team was drowning in 380 hours/quarter of tasks → $2.7M lost to processes AI already masters → 14 different tools, zero AI architecture The transformation isn't just about O3 beating PhDs (87% vs 81%). It's about what this means for enterprise HR: Our blueprint revealed: 1. Talent Intelligence Revolution → O3-level reasoning means: ↳ Expert-level candidate evaluation at scale ↳ 71% faster hiring decisions ↳ 40% better quality of hire 2. Knowledge Work Transformation → What Google's Deep Research proved: ↳ 173 sources analyzed in 180 seconds ↳ Compensation analysis: 3 weeks → 3 minutes ↳ Market intelligence: Months → Minutes 3. Strategic Capability Leap → The Frontier Math jump (2% → 25%) implies: ↳ Complex workforce planning automated ↳ Predictive analytics at human+ level ↳ Strategic scenarios modeled in real-time Key Insight: The flood of AI intelligence isn't a threat. It's your biggest architectural opportunity. The CHRO's response: "You helped us see this isn't about adding AI tools. It's about reimagining our entire function." Critical Window: 18-24 months before this transition becomes table stakes. 🔥 Want more strategic AI advisory insights? Follow for: → Enterprise AI transformation frameworks → Value capture methodologies → Implementation playbooks → Strategic operating models → Change architecture blueprints #EnterpriseAI #AIStrategy #HRTech #DigitalTransformation #FutureOfWork

AI won’t scale without HR. But only half of companies are getting this right. 97% of enterprises are piloting generative AI. Less than 40% have scaled it. And the difference? HR’s involvement. Bain’s 2025 survey of nearly 800 global tech leaders shows that organizations embedding HR early into their AI strategy are pulling ahead. Faster adoption, higher ROI, and more impact. Here are 4 critical signals for People Analytics and HR leaders to act on: 1. Scaling AI is a people challenge, not just a tech one. Companies that integrate HR report 10 to 20% efficiency gains in the first year. Coders using AI are 40% more productive. Customer support contacts dropped 20% after AI-assisted self-service was introduced. You don’t get these results without redesigning work from the ground up. 2. Culture and training are the real differentiators. 77% of companies say AI reduces time spent on routine tasks. But only 33% train their workforce effectively on generative AI. Only 38% say HR is fully involved in AI-related decisions. Upskilling isn’t optional. It’s the bottleneck to broader adoption. 3. Big bets get the spotlight, but small wins scale faster. While some organizations are automating full supply chains, others are starting with GPT writing templates and content generation. These lightweight use cases build momentum and buy-in fast. 30% of companies saw 20%+ time savings from everyday AI experiments. The best HR teams don’t wait for perfection. They enable iteration. 4. The future is HR-led AI transformation. HR’s impact goes beyond enablement. They drive org design, build AI fluency, and define change narratives. When HR leads, adoption accelerates. When they’re sidelined, momentum stalls. In this wave of transformation, HR is the true multiplier. The bottom line: AI adoption won’t succeed without workforce insight, change capability, and culture leadership. People Analytics and HR leaders have the mandate to guide how work is redefined. And the opportunity to future-proof their organizations in the process. Check the comments for the full Bain report. Is your HR team shaping your AI strategy or waiting on the sidelines? #PeopleAnalytics #HRAnalytics #FutureOfWork #WorkplaceStrategy #AIAdoption

McKinsey’s HR Monitor 2025 just dropped—and the results are fascinating. Yes, HR is digitizing. AI tools are being adopted across talent acquisition, performance reviews, and workforce planning. But here’s the surprising insight buried in the data: 👉 More digital doesn’t equal more impact. In fact, only a small percentage of HR teams are seeing real results from their tech investments. Why? Because execution—not strategy—is the chokepoint. "Only 19% of core HR processes in Europe are currently enhanced with GenAI—while a further 32% remain stuck at the pilot stage" Although HR functions are investing in digital and AI tools, less than one in five have actually embedded AI in key workflows—or scaled digital services broadly. According to McKinsey, the HR teams getting the most value from digital tools share three characteristics: They align closely with people managers They design tools into human workflows, not around them And they treat tech as a way to amplify human connection, not automate it away The lesson? 🛠️ You can buy AI. 💡 You can’t buy adoption. This is a shift in mindset: HR transformation isn’t a tech problem—it’s a human integration challenge. Too many organizations treat digital HR as a portfolio of tools. But without equipping people to use them—especially people leaders—they stall at the pilot phase. If you want impact, start here: Put managers at the center. Make them co-designers, not end users. Invest in execution. Build change muscle, not just toolkits. Blend tech with design. Embed AI into learning, performance, and growth—not as an add-on, but as a core enabler. Because at the end of the day, HR’s future isn’t just digital. It’s human-led, tech-enabled, and execution-obsessed.

To the HR profession: This is our generative moment (Inspired by Andy Jassy’s note to Amazon employees, reimagined for the people leaders tasked with building the future of work): https://lnkd.in/e9g5c_s2 Dear HR colleagues, We’re standing at a once-in-a-generation crossroads. Generative AI isn’t just a tech trend - it’s a force multiplier that will reshape how people work, how companies grow, and how leadership shows up. For years, the HR profession has talked about transformation. Digitization. Strategy. Innovation. But this moment? It’s different. It’s faster. It’s deeper. It’s the first time technology can not only process, automate, and analyze, but create, generate, and learn. It’s also the first time that the “People Team” has the chance to lead from the front. What this means for us: The opportunity is massive. GenAI will help us eliminate low-value tasks that drain energy and time. It will let us reimagine everything from onboarding to performance to workforce planning. We can scale empathy, inclusion, and personalization like never before. The responsibility is real. With this much power comes profound questions: How do we ensure fairness? Transparency? Trust? How do we use AI to enhance humanity, not replace it? We must be the stewards of these conversations. Not on the sidelines. But at the center. The disruption is coming - fast. Teams will change. Roles will evolve. New capabilities will be required. HR must be both navigator and teacher. We must help our companies (and ourselves) learn in real time, unlearn what’s outdated, and build cultures that can adapt and thrive. Where we start: Like Amazon, we must act now. We should be: Building AI fluency across every level of the people team - not just the tech-savvy few. Mapping where GenAI can eliminate friction and unlock capacity, starting today. Partnering cross-functionally to rewire processes with design thinking and experimentation. Creating ethical guardrails to ensure dignity, privacy, and equity stay at the core of work. Some of us are just beginning. Others are deep in experimentation. All of us are learning. But the direction is clear: AI is coming into the heart of the business. Into hiring. Learning. Development. Culture. And the only question is: will we shape it, or be shaped by it? The most courageous HR leaders I know aren’t waiting to be invited in. They’re building coalitions. Asking better questions. Running smarter pilots. And treating this shift as an opportunity to do something truly bold: Redefine what it means to lead people at work. Let’s meet this moment together.

The role of the CHRO has transformed more in the past five years than in the previous fifty. Here’s how the era of pandemics, economic turbulence, and AI has rewritten the entire playbook: 🚨 2020–2022: 𝑻𝒉𝒆 𝑪𝒓𝒊𝒔𝒊𝒔 𝑪𝑯𝑹𝑶 🚨 Focus: Shift to hybrid/remote work, sustain morale during COVID, navigate the "Great Resignation," upskill managers, codify company culture. Challenge: Overnight remote work, mental health crisis, mass layoffs, in-person safety concerns, burnout prevention. Key Trait: Empathy-first leadership. CHROs became the heart of the company, balancing compassion with compliance. 🏗️ 2023–2024: 𝑻𝒉𝒆 𝑹𝒆𝒃𝒖𝒊𝒍𝒅𝒆𝒓 𝑪𝑯𝑹𝑶 🏗️ Focus: Showcase value of HR-led programs, manage a distributed workforce, adjust for budget cuts, consolidate point solutions, reinvent. Challenge: Rebuilding trust post-layoffs, quiet quitting, lack of bandwidth, budget reductions, assessing growth vs. profitability. Key Trait: Strategic advisor. Focus on metrics tied to business outcomes. Automate manual work to generate strategic, quantitative outcomes. 🦾 2025+: 𝑻𝒉𝒆 𝑨𝑰-𝑬𝒎𝒑𝒐𝒘𝒆𝒓𝒆𝒅 𝑪𝑯𝑹𝑶 🦾 Focus: Humans-with-AI symbiotic relationship, redefine job roles, 3x output of lean team, own end-to-end strategy → execution, AI literacy. Challenge: Balance automation with human touch, no additional headcount, keeping up with the rate of change, analysis paralysis, juggling initiatives. Key Trait: Efficiency optimizer. CHROs adopt AI-powered HR tools to scale their team's impact & reach. Unlock more data-driven insights. The future of work is unfolding right before our eyes. In my opinion, CHROs who adopt AI will accelerate faster than we've ever seen before. It'll be talked about for generations to come.

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! 👇

You know how it is when your workload is so intense that even your dreams are filled with work? Just two days ago, I found myself in a dream, deep into a data science project. But here's the twist - I was linking data science with HR practices! It might sound odd, but it’s true. When I woke up, I couldn't shake off the idea. So, I dove right into my research, and what I found was fascinating. Data science and AI aren't just for tech industries. They have a massive potential to revolutionize HR practices too. Imagine using AI to enhance recruitment processes, making them more efficient and unbiased. Picture data driven insights guiding employee engagement strategies, leading to happier, more productive teams. Here are some ways data science is transforming HR: 1. Recruitment and Talent Acquisition: 🔹 Predictive analytics for identifying top candidates. 🔹 Automated screening to streamline hiring. 2. Employee Engagement and Retention: 🔹 Sentiment analysis to understand employee morale. 🔹 Data-driven strategies to boost engagement. 3. Performance Management: 🔹 Objective performance reviews using data insights. 🔹 Goal setting and tracking aligned with company objectives. 4. Learning and Development: 🔹 Personalized training programs based on individual needs. 🔹 Identifying skill gaps and targeting development efforts. 5. Workforce Planning and Analytics: 🔹 Predictive workforce planning to meet future needs. 🔹 Enhancing diversity and inclusion initiatives through data. This journey of linking data science with HR has opened my eyes to how interconnected our professional worlds can be. It's a reminder that innovation can sprout from the most unexpected places, even our dreams!! What do you think? How are you seeing data science and AI transforming your field? #DataScience #AI #HR #Innovation #TechInHR #CareerDevelopment #FutureOfWork

Is your HR team still operating in a traditional structure — or evolving into a lean, fluid ecosystem? McKinsey & Company’s chart below captures this pivotal shift in people management. But bridging that gap requires more than just intent, it demands visibility and actionability. That’s where Organizational Network Analysis (ONA) and AI agents come in. - ONA reveals how collaboration truly happens beyond org charts. - AI agents translate these insights into real-time actions: surfacing informal leaders, matching mentors and mentees, flagging talent at risk of disengagement, and more. Together, they enable agile teams, measurable impact, and enterprise-aligned talent strategies — everything the future of HR demands. You don’t need more reports, you need adaptive systems that think with you, not just for you. Let’s build the network-first, agent-powered future of work. #ONA #AIAgents #FutureOfWork #PeopleAnalytics #HRTech #McKinsey #OrganizationalNetworkAnalysis #AgenticAI #HRTransformation #NetworkFirst

🚨 Spoiler alert: By 2030, your HR Tech team will become your organization's central nervous system. Don't believe me? Look at recent headlines: - ServiceNow just elevated their CHRO to Chief People & AI Enablement Officer. - Moderna merged HR & IT into a unified People & Digital Technology team powering over 3,000 internal GPT agents. - Nearly 92% of enterprises plan to ramp up AI investments in the next 3 years. (McKinsey & Company) 📌 Translation: The future isn't HR vs. IT. It's Work Enablement: powered by humans, technology, and AI working seamlessly together. 🔑 Here’s my vision for HR Tech in 2030: 1️⃣ Product-focused teams Persistent squads will own employee journeys ("Join," "Grow," "Pay"), not one-off projects. 2️⃣ AI as your newest colleague Autonomous agents handle repetitive tasks, freeing humans for strategic work. 3️⃣ Data as essential infrastructure Unified skills graphs, privacy layers, and seamless integrations will underpin every decision. 4️⃣ Consumer-grade experiences Zero-friction UX on mobile, Teams, Slack. Continuous testing and refinement to boost engagement and productivity. 5️⃣ Ethical and responsible by default AI governance, bias mitigation, and compliance integrated from day one--not after deployment. 🚀 What roles bring this vision to life? Here’s how a future-ready HR Tech team might look: ✅ Task Designers Break down complex work into modular, AI-ready tasks designed for human & automation efficiency gains. ✅ Work Analysts Monitor data from AI interactions, employee feedback, and operational performance to optimize workflows and measure ROI. ✅ Platform Architects Design integrations across HR systems, collaboration tools, and enterprise apps, embedding policy into the tech stack. ✅ Agent Operators Launch, fine-tune, and manage AI copilots; prioritizing ethical and efficient operation, and manually intervening on edge cases. ✅ Skills Architects Maintain a dynamic skills taxonomy to drive hiring, learning, and internal mobility decisions as jobs evolve into fluid task assignments. Partner closely with Task Designers. ✅ Internal Trust & Safety Leads Ensure AI systems pass bias audits, uphold privacy standards, and stay compliant with emerging AI regulations. ✅ Employee Experience Designers Craft the human-AI experience to ensure technology feels empowering, not invasive or mechanical. 🔥 Bottom line: The future is already here. The sooner we embrace the fusion of HR, IT, and AI, the faster we accelerate productivity, engagement, and innovation. What roles did I miss? Which do you think will make the biggest impact? #FutureOfWork #HRTech #WorkEnablement #AI #PeopleAnalytics #EmployeeExperience