Confidence in HR’s ability to lead on artificial intelligence is declining, even as the function takes on more responsibility for AI strategy. A recent survey indicates that without progress beyond basic task automation, its credibility may weaken further.
HR remains in “smart assistant” mode
Most HR teams continue to use AI as a support tool rather than an independent system, a July survey of 264 HR professionals across multiple continents found. While 86% rely on AI for content creation, 83% for brainstorming, and 81% for synthesizing information, fewer than 40% have automated any HR processes. Only 34% have implemented what Culture Amp describes as “agentic workflows”—systems that operate within set boundaries without constant human oversight.
This caution is affecting outcomes. Trust in AI’s ability to “significantly improve how work gets done” has dropped, even as HR’s role in AI strategy expands. The difference is most pronounced at leadership levels: 54% of C-suite executives use AI as an independent agent, compared with 37% of HR leaders and just 16% of individual contributors.
Culture Amp noted that recent headlines about AI-driven layoffs have increased anxiety, making practitioners reluctant to test autonomous systems. However, early adopters report transformation rates two to three times higher than those who limit AI to basic functions.
AI as a collaborator yields better results
Additional research confirms the benefits of treating AI as a partner rather than a tool. A study by KPMG and the University of Texas at Austin found that workers who viewed AI as a collaborator—requiring oversight but still contributing meaningfully—achieved stronger performance than those who simply assigned tasks to it.
Related: Labor Dept Expands Electronic Disclosure Options
This approach may explain why HR’s current strategy isn’t building confidence. If the function stays limited to basic tasks, it risks being perceived as a cost center rather than a strategic leader. The issue reflects a cultural hesitation. HR leaders who avoid pushing AI beyond basic applications may unintentionally signal that they’re unprepared to guide the organization’s broader AI transformation.
At the same time, HR must balance automation with human authenticity. During SHRM’s annual conference in June, SHRM President and CEO Johnny Taylor cautioned that HR is at risk of “extinction” if it fails to demonstrate the value of people alongside AI.
A clear gap has emerged.
HR leaders who treat AI as an independent agent are advancing, while those who do not risk being left behind. The risks of over-reliance on AI-generated work highlight the need for careful oversight, even as automation expands.
Leave a Reply