Does your business utilize AI in some capacity? Was the HR team involved in the adoption of such technology? If your organization has not explored HR’s role in AI strategy, then you might be missing out on some business-critical insights.
In 2025, a large majority of businesses have begun to explore the use of AI tools across the many departments that keep the company alive, however, the adoption has not been smooth. Despite HR’s role in bridging the gap between employers and employees, it appears that this section of the organization is often left out of discussions, particularly in conversations about AI integration. The role of HR in developing an AI strategy may seem irrelevant at first glance, but it’s important to recognize that not only can HR utilize AI tools in their operations, they can also guide the organization on large-scale adoption as well.
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The Importance of HR’s Role in AI Strategy Planning Must Not Be Diminished
A new study by Harvard Business Review found that only 21% of HR leaders play a role in the AI strategy of the organization. Around 30% are moderately involved, while 49% said there was little to no involvement in the AI adoption process planning. These numbers are telling but not unsurprising.
AI is seen as a technological investment, and as such, there is often room for tech and financial experts at the table when it comes to the discussion of AI adoption. HR, a people-first team, is not given credit for being the most tech-savvy. The report confirmed as much, stating scaling AI through HR was never a consideration because they were seen as lacking the necessary technological expertise. HR personnel often have to forego having a strong presence among the leadership teams, limiting how much say they have in terms of changes occurring across the organization, with AI or otherwise.
While it may be true that the HR workforce could benefit from some upskilling with regard to AI, it is also important to acknowledge that they can connect these tools with the well-being of the employees, and lead the effort to bridge the AI skill gap prevalent across the organization to ensure the transition to these tools is much smoother.
Why Should HR’s Voice Be Heard On AI Strategy?
To begin with, the nature of HR’s role and its growing familiarity with Human Resources Information Systems (HRIS) have already primed them to benefit from using technology in their operations. For an organization that is unsure of where to begin integrating AI into its functioning, introducing AI at the HR level can be a great place to start.
Instead of floundering to explore more extreme opportunities such as recruiting digital AI employees or putting them in front of customers immediately, organizations can begin cutting down on their hiring and onboarding time at once through AI-based HR tools.
HR can also help with the recruitment of AI experts and top talent who can work with such tech can level up an organization’s preparedness for AI significantly, giving them a better shot at adopting such technology.
HR Can Help Address Workforce Resistance to AI
It’s no secret that employees across organizations and industries are afraid of AI and what it will mean for their jobs. There is an obvious resistance to using AI tools, and while big businesses like Microsoft may be able to get away with forcing employees to use AI, this is not the most effective strategy. HR’s role in AI strategy extends to understanding where employees stand on the matter of artificial intelligence and communicating these concerns to leaders.
Not only can HR help with bridging the divide with information and reassurance, but they can also oversee the implementation of the changes across departments to help employees better utilize AI. Scaling AI through HR can ensure that the integration occurs smoothly, with these HR teams prepared to address the concerns that employees have, whether it’s with regard to job security or the faulty application of the technology in incorrect areas. HR’s role as the people-first department is now more important than ever.
HR teams can also continue to help the organization determine where employees are benefitting from AI tools best when the technology is adopted, as they have the most direct line of communication with workers. If the organization’s use of AI tools is less than optimal and it affects the quality of work being put out, it is up to HR to bring these concerns to the organization and ensure that it doesn’t hurt the employee’s performance reviews without cause. The spirit of collaboration and open communication is integral to the heavy investments being made in AI.
HR Plays a Role in Bridging the AI Skills Gap
HR’s own upskilling with reference to AI is near-mandatory in 2025, but for the rest of the organization to catch up to the level of familiarity needed to work with AI, HR has to take the wheel again. As investments are made into the tool, similar expenses will also need to be incurred to prepare the workforce to operate these tools. It is not enough to leave new machinery at the center of the building and assume that workers will automatically master how to operate it.
HR leaders have to play a role in designing the AI strategy so they can share their insights on how the workforce will be brought up to speed. Training programs will have to be planned and provided team by team, and HR workers will have to ensure the knowledge required to utilize these tools to their full capacity makes its way across the organization.
The HR AI Adoption Stats Need to Change Right Now
There is a prominent AI skill gap among the workforce right now, and there aren’t enough AI experts to mass hire for every role. This makes it more important than ever to prioritize HR’s role in determining an AI strategy moving forward. Every employee within an organization has a critical role to play in how the organization performs in the long run. Taking their insights and expertise into consideration can be integral to the success of the organization, capitalizing on the talent that already exists rather than looking externally to support change.
Scaling AI through HR can help ensure that the adoption of new technology is both steady and gradual, opening the organization up for a careful and planned adoption of novel tools. AI is changing how we work, but it is important to take employees along on the journey rather than isolating them from the changes that are occurring.
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