How are you preparing your HR team for AI? Have you adopted it already or planning to? If so what areas (e.g., recruitment)?
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This is such new territory for everyone, and AI changes faster than most can keep up. I have found that level setting a basic knowledge of what AI is by providing high level training for all staff can be a very helpful place to start. This training can often be created in house if there is an internal L&D team that has the bandwidth to do so. For those who need, or want, a more advanced education there are many off the shelf programs that can be used. Linkedin Learning has some options for more advanced learning, as well as other learning platforms. TA is a great place to start using AI. It can enhance recruiters efficiency in reviewing applications and responding to applicants/candidates.
This is new territory for us. We have a new HR leader who is prioritizing this, but we are very early in the process.
Yes most HR leaders I speak to are very early on in this and are currently reviewing what AI could mean for their function.
Planning to with new HRIS system
We’re taking a structured and practical approach to preparing our HR team for AI as part of our wider People Transformation strategy. Our focus is on building capability, embedding AI into how we work, and ensuring it becomes a core part of how we deliver value to the business — not a side project.
1. Building Capability
We’ve developed an AI Capability Framework for the People Function with three progressive levels — Foundational, Productivity, and Advanced. This framework helps colleagues assess their current skills and identify learning pathways to build confidence in using AI.
We’re prioritising AI literacy for all and hands-on practice through everyday tools such as Microsoft Copilot, Viva, and Teams. More advanced skills include designing and using Co-Pilot Studio to build simple agents that automate work and enhance productivity.
2. Embedding AI in our Work
We’re already piloting AI in several areas, using it to improve efficiency, insight, and colleague experience. Current examples include:
• Recruitment: using AI to support candidate screening, generate job descriptions, and analyse talent market data.
• Learning: leveraging AI for content curation and summarisation.
• Workforce Planning: applying AI to scenario modelling, research, and data storytelling.
• Colleague Services: using AI assistants to summarise queries and draft communications.
These pilots are helping colleagues build confidence and identify where AI adds the most value.
3. Future Integration
As we prepare for the implementation of our new Tier-1 HCM system, we’re designing processes and workflows that embed automation and AI from the outset. This will allow us to deliver a more personalised colleague experience, improve data-driven decision-making, and increase the scalability of the People Function.
So, while we’re still early in our AI journey, we’ve moved beyond exploration — we’re embedding AI into the fabric of how we work, learn, and deliver as a People team.