3 Critical Roles the HR Department Plays in AI Adoption
Author : Ada Tai, MBA, CPHR, SHRM-SCP
Our house needed some special repairs. My spouse and I had never hired a specialist for this type of work before. Instead of trying to figure out where to start, we used an AI tool that instantly gave us the steps and tips we needed and even helped us prepare a quote-obtaining template! For work, I have been using and implementing an AI-powered tool in our business that helps improve our writing. We also used an AI-powered tool for our clients' engagement surveys. Again, AI tools have benefits in everyday life and work.
Artificial Intelligence is changing every industry and unlocking many possibilities. According to Accenture, three-quarters of organizations now prioritize AI over all other digital investments 1
. This shift could inspire excitement and confidence in HR professionals. However, are you ready to use AI to improve your HR programs and practices?
A survey 2
among 600 HR managers and directors in the UK showed that 40% of these organizations need at least three years to prepare for AI. Only 15% said they would be fully prepared within a year, despite many reporting that they know the importance of AI in their workplace. There could be many reasons why adopting advanced technologies is difficult, such as budget, resources, leadership and culture, state of the business and business priorities. Common concerns shared by HR leaders in the same survey 2
are a lack of human interaction and becoming over-dependent on technology, technical issues, security, privacy, and ethical considerations.
In my opinion, AI and other advanced technologies reduce the need for superior technology skills, but they amplify the need for interpersonal skills and emotional connection among employees. This underscores the crucial role of the HR department in guiding the organization through any AI-driven change, ensuring that the right people and skills are in place to leverage new technologies effectively.
The HR department can play three critical roles in technology transformation:
Re-designing Jobs and Re-training the Workforce
As AI eliminates many repetitive and low-value tasks, HR can take this opportunity to reorganize jobs to better align with the business's goals and make them more engaging for employees.
The typical steps for reconfiguring a job include:
1. Breaking down existing job roles into major tasks, identifying repetitive and low-value duties suitable for AI automation.
2. Analyzing the remaining tasks based on the organization's priorities and objectives to understand the missing skills in the workforce and the additional skills required. The below table shows an example of a Learning & Development (L&D) Specialist role.
| Examples of AI-suitable tasks | Examples of poeple-suitable tasks |
|
|
3.
Design the remaining tasks to create new, engaging positions leveraging human intelligence.
4.
As the above example (in the right column) shows, the reimagined L&D position now focuses on more strategic-level tasks and emphasizes collaboration and stakeholder engagement skills. Businesses need to invest in training, upskilling or reskilling programs, mentorship and coaching opportunities, and hiring individuals with the necessary skills. The key is actively involving employees in the process and gathering feedback to enhance training programs.
Influencing Change
HR can be the influencer to foster a culture of continuous learning where employees are encouraged to develop new skills throughout their careers. This means helping employees understand how their roles might change and supporting them as they move into new positions or explore different career paths within the company.
Focus on the Employee Experience
McKinsey surveyed workers in Canada, the US, and the UK and found some surprising things about AI talent in companies 3
. They discovered that there are more people who can work with AI than most leaders think. This group is growing fast, and it's not just tech people like data scientists or software developers. It includes all sorts of employees! Interestingly, these workers say they need more "soft skills" like communication and problem-solving to do their jobs well, not just tech skills. Furthermore, the survey shows that compensation isn't the main reason people want to work with AI. The well-known attraction and retention factors such as the work environment, culture, supervisor, and meaningful work are still more important.
The introduction of AI can cause anxiety among employees, particularly regarding their job security and potential changes. To address these concerns, HR can involve employees in technology integration. Engaging with employees at all levels to assess what tools the employees may need and get their input on how AI could improve their work processes and experience. This helps employees understand that AI is a tool to enhance their jobs, not a replacement for their jobs.
According to the World Economic Forum’s Future of Jobs Report 20234, 6 out of 10 workers will require retraining before 2027. This means that those of us working in HR have limited time to prepare ourselves and our workforce for advanced technology adoption. HR will play a crucial role in predicting future skill requirements, redesigning jobs, and guiding employees through any AI-driven changes. It is essential to build and maintain employee trust, starting with clear communication and ensuring that ethical and privacy guidelines are up to date.
References:
1.
Accenture. (2023, February 22). Among C-suite leaders, AI is top digital priority in the path to operational resilience, finds Accenture study [Press release]. Retrieved May 2, 2024 from https://newsroom.accenture.com/news/2023/among-c-suite-leaders-ai-is-top-digital-priority-in-the-path-to-operational-resilience-finds-accenture-study
2.
Webber, A. (2021, September 2). Two in five HR leaders need three years to prepare for AI. Retrieved Apr. 30, 2024, from https://www.personneltoday.com/hr/hr-prepare-for-ai-yoho-survey/
3.
Smet, A., Durth, S., Hancock B. Mugayar-Baldocchi M., Reich A. (March 18, 2024). The human side of generative AI: Creating a path to productivity. McKinsey Quarterly. Retrieved May 5, 2024, from https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-human-side-of-generative-ai-creating-a-path-to-productivity?stcr=8D2D032EFBCD4095A2CC9938AA5F74C7&cid=other-eml-alt-mip-mck&hlkid=0d61253acf6a49a4a3a5209307de6771&hctky=15236999&hdpid=f9454504-f3ae-43ba-903f-218d1338e2f6
4.
World Economic Forum. (2023). The future of jobs report 2023. Retrieved May 6, 2024, from https://www.weforum.org/publications/the-future-of-jobs-report-2023/
I see. I hear. I experience. is a column created by and written by Ada Tai, a chartered member of CPHR Alberta. The column is written in a blog format where Ada and invited co-authors will present their own experiences and interpretations of the world of human resources and its impact on business management. This and the subsequent posts are copyrighted materials by the author(s) and only reflect their personal views, not CPHR Alberta’s.
Author bio:
With an MBA Degree, a CPHR, and an SHRM-SCP designation, Ada Tai has been working as an HR professional in a variety of industries for 15+ years. Through her consulting firm, Ada and the team provide a variety of strategic and pragmatic management consulting services. Ada’s public speaking skills have enabled her to be regularly invited to speak about HR, people management, career search, and networking topics throughout the province. She is also a well-respected Instructor at local universities.
Contact information:
Website: www.badab101.com
LinkedIn: adatai
or BadaB-Consulting-Inc
Facebook: @badabconsulting
YouTube: BadaB Consulting Inc.
BadaB Consulting Inc.
has been providing HR solutions and Business Technology consulting services since 2011. Renowned for their holistic and forward-thinking approach, the team has helped numerous clients establish future-proofed technology strategies and roadmaps by identifying and preparing the right infrastructure and people.
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The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
Inspired by the spirit of the Northern Lights, the CPHR Alberta Member Recognition Program reflects a core belief: excellence is for everyone, everywhere. Just as the northern skies stretch across Alberta, the Northwest Territories, and Nunavut, so too does the impact of HR professionals—our Stars of HR—who illuminate workplaces and communities through leadership, innovation, and collaboration. We are proud to celebrate the recipients of our 2026 Member Recognition Program, a refreshed and re-imagined approach to recognition that replaces our former awards program. Inspired by the brilliance of the Aurora Borealis—a symbol of energy, beauty, and limitless potential—this program honours HR professionals as guiding lights within their organizations, illuminating pathways to success and shaping the future of work across our region. A New Era of Recognition With a renewed focus on excellence and inclusion, the Member Recognition Program recognizes a broad spectrum of contributions across the HR profession. From individual practitioners and collaborative teams to champions of the profession, volunteers, and newly designated CPHRs, this program celebrates the many ways HR professionals lead, inspire, and make a difference. We are thrilled to recognize the following groups at our first-ever Member Recognition Gala: Congratulations to our 2026 recipients and honourees. We’re proud to celebrate your achievements and contributions to HR! 2026 Individual HR Excellence Recipients 2026 Team HR Excellence Recipients 2026 HR Champion Recipients 2025 Newly Designated CPHRs 2025 FCPHRs 2025 Scholarship Winners 2025 CPHR Alberta Volunteers Spotlight: Individual HR Excellence Award The Individual HR Excellence Award honours HR professionals who demonstrate exceptional leadership, innovation, and commitment to the profession. Recipients are recognized for mentoring, collaboration, and inspiring others through their dedication, continuous learning, and advocacy for HR. 2026 Individual HR Excellence Recipients: Monika Ahuja Cristina Balamban Jennifer Kapala Arobo Ako Anna Tymoszejko All nominees who met the criteria, as evaluated by our Awards Selection Committee, will be honoured as 2026 HR Excellence Recipients and receive an individual spotlight at the Member Recognition Gala. Spotlight: Team HR Excellence Award The Team HR Excellence Award honours HR teams for exceptional collaboration, strategic leadership, and impactful execution. Recipients are recognized for advancing HR practices, delivering initiatives aligned with CPHR Alberta’s competency framework, and driving measurable positive outcomes through shared leadership, adaptability, and resilience. 2026 Team HR Excellence Recipients: Calgary Airports Servus People & Culture Team Edmonton West Primary Care Network (EWPCN) Alberta New Home Warranty Program Group of Companies Spotlight: HR Champion Award The HR Champion Award honors leaders in our business community who are not members, but who advocate for HR’s strategic value, demonstrate a people-first approach, and drive significant organizational impact. Award recipients are recognized for empowering colleagues, mentoring future professionals, and shaping workplace culture through outstanding leadership and innovation. In addition, these leaders actively encourage the pursuit of the CPHR designation, recognizing its importance in advancing HR professionalism and excellence across organizations. 2026 HR Champion Recipients: Bhanu Walia Kim Armstrong Join Us at the 2026 Member Recognition Gala Thursday, April 30, 2026 5:00 – 9:00 PM at the Westin Calgary Airport Included in your Gala Ticket: For $105 +GST, guests will enjoy a vibrant, modern, and prestigious night featuring a cocktail‑attire atmosphere, a three‑course plated meal, and a complimentary drink ticket. Get your ticket here.
Your current CPHR Alberta Board of Directors selected a slate of two (2) strong candidates to fill the current Board vacancies from a talented pool of applicants. The nomination process began in late 2025 with a call for applicants. The applications period ended on January 9, 2026. The responsibility of reviewing all applications sits with the Human Resources Committee of the Board. All applicants were reviewed in full, and based on the established selection criteria, a short-list was identified and interviewed. Following interviews a proposed slate was developed and presented to the Board, with the final slate generated for your consideration. The 2026 slate of Directors are Adediwura (Wura) Odiase and Terri Davis. These applicants reflect the skills, experience, and qualifications to supplement the existing Board of Directors and to guide the association into the future and to serve you, the members. 2026 Slate: Adediwura (Wura) Odiase - Click here to watch Wura's introduction video. Terri Davis - Click here to watch Terri's introduction video. Read more about our 2026 slate of directors here. How to Vote Only Chartered and Retired members can vote. Open the email you receive from CPHR Alberta via Simply Voting , read the bios, and vote yes or no to the slate. The voting website is available from March 2, at 1 PM MST until March 13, at 12 PM MST. The Simply Voting email contains your elector ID and password, which is needed for you to cast your ballot. If you do not see an email from CPHR Alberta via Simply Voting ( vote@simplyvoting.com ), please check your junk mail and spam filters. If you experience any technical difficulties in accessing the voting website, please email Heather McMaster at for assistance. On behalf of the CPHR Alberta Board of Directors, thank you in advance for your participation in the 2026 CPHR Alberta Board of Directors Election. We look forward to seeing you online for our Annual General Meeting on May 7. Registration will open in April, watch your email for more details.
Author: Taia Northrup, 2026 Social Media Committee Member International Women’s Day is a time to celebrate the achievements of women, recognize the barriers that still exist, and renew our commitment to advancing equity in the workplace and beyond. Across industries, women continue to shape organizations, strengthen communities, and lead innovation. In the HR profession especially, women play a vital role in designing inclusive workplaces, fostering culture, and driving meaningful change. Today, we celebrate those contributions — and acknowledge the responsibility we share in continuing to build equitable environments where everyone can thrive. Creating Workplaces Where Women Thrive Celebrating women’s achievements also means creating environments where future leaders can grow. Equity is not about identical treatment; it is about ensuring access to opportunity. It is about removing systemic barriers and fostering workplaces where individuals are supported in reaching their full potential. Organizations can take meaningful steps by: Actively monitoring representation across levels of leadership Conducting regular pay equity reviews Encouraging inclusive leadership training Amplifying diverse voices in decision-making spaces Recognizing and valuing different leadership styles Moving Forward Together At CPHR AB, we recognize the important role HR professionals play in advancing equity across Alberta’s workplaces. By embedding fairness into our policies, embracing inclusive leadership, and thoughtfully integrating technology with people-first values, we can continue to shape a future of work that is both innovative and inclusive. Progress happens when intention meets action. This International Women’s Day, we celebrate the resilience, leadership, and achievements of women across our profession and our communities. We also reaffirm our commitment to building workplaces where every individual — regardless of gender — has the opportunity to contribute, lead, and succeed.
