Last week, I shared my guess on how AI is changing Sales.

This week, let’s focus on HR. Whenever I speak with my friends from HR, the symptoms are all too common: they’re stretched thin, juggling employee needs, compliance, and endless admin work.

Here’s my take on how Generative AI is (already) transforming HR:

1. Automating Repetitive Tasks

HR folks are often bogged down by routine, time-consuming tasks. Generative AI is lightening the load, automating processes that previously took up hours of valuable time.

What this looks like: Generative AI can automate tasks like resume screening, drafting interview questions, or even creating offer letters. For example:

• “Generate a job description for a marketing role based on these qualifications.”
• “Create an onboarding plan for a new hire in the sales team.”

I know there’s been a lot of chatter about candidates using AI, and then recruiters using AI to review the AI-generated CVs. We need to improve this process by keeping humans in the loop, but it’s important to recognize that it’s already happening.

2. Enhancing Employee Communication

AI can help create clearer, faster, and more personalized communications—essentially applying Marketing principles to the employee experience.

What this looks like: AI can draft company-wide announcements, personalized responses to employee queries, or even FAQs for common HR questions. For example:

• “Generate an email to explain new remote work policies.”
• “Create a Slack message to introduce our new parental leave benefits.”

All with the benefit of maintaining a consistent tone of voice, regardless of who drafts the initial message.

3. Data-Driven Insights for People Management

Generative AI (in this case, Generative Business Intelligence) can analyze vast amounts of employee data to identify trends, challenges, and opportunities for improvement. This goes beyond traditional HR analytics by providing actionable insights in real time.

What this looks like: HR teams can ask Generative AI for insights like:

• “What are the top reasons for employee turnover this quarter?”
• “Which departments have the highest engagement scores, and why?”

All with way less need for data analysis or coding expertise.

Why This Matters to You (Even if You’re Not in HR)

By automating admin work, improving communication, and driving better people management, HR can focus much more on employee experience — which, in turn, is the biggest driver of Customer Experience.

And as employees or customers, who doesn't like a good experience?

Question for you: Which function or department should I focus on next? Let me know in the comments.

I'll see you next week.

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