Using AI for Good: Deploying AI in HR, Learning, and Inclusion

The year 2025 promises to be transformative for the fraught intersection of artificial intelligence (AI) and human resources. When it comes to AI in HR, organizations are grappling with the dual challenges of adopting AI responsibly and maintaining a human-centric approach to work, and HR leaders stand at a crossroads. 

As leaders, how can we ensure generative AI tools are a force for good in our organizations? What is the role of AI in HR and talent management? How can we integrate AI into daily HR tasks and workflows? The conversations happening today about AI’s role in shaping the workplace will define its impact for years to come.

At Workhuman Live, we’ve been leading this dialogue since the conference’s inception in 2015. Way back in 2017, Jay Dorio and Jenna Shapiro from IBM were on the Workhuman stage discussing ‘cognitive computing capabilities.’ At a time when AI was just beginning to pique curiosity, their session showcased how recognition data could drive improved employee engagement – a concept that feels almost prophetic today.

As we prepare for Workhuman Live 2025, the excitement is palpable – as is the imprint of AI on HR. Missing this year’s discussions on AI would mean missing out on insights that could redefine the workplace. 

With speakers like AI innovator Noelle Russell and futurist Ravin Jesuthasan, the stage is set for a conference that combines inspiration, practicality, and cutting-edge thought leadership. It’s an important opportunity for HR leaders to be part of the discussion, and to lead the charge on using AI for good.

How AI is transforming HR, learning, and inclusion

Artificial intelligence is reshaping the landscape of HR, learning, and inclusion by enabling organizations to enhance efficiency, improve employee experiences, and foster equitable outcomes. Its influence spans across HR disciplines, unlocking new capabilities in ways that once seemed unimaginable.

Adoption of AI in HR has grown significantly. A recent Eightfold.AI report found that the top 5 functions where HR departments are currently using AI technology are:

• Employee records management (78%)
• Payroll processing and benefits administration (77%)
• Recruitment and hiring (73%)
• Performance management (72%)
• Onboarding (69%)

For example, AI tools streamline talent acquisition by matching candidates to roles, flagging biased language in job descriptions, and even predicting hiring needs. In learning and development, AI personalizes training to match individual styles and tracks outcomes for maximum impact.

In recognition, we have found AI to be an immensely powerful tool – when it is trained on authentic recognition data, AI can help HR leaders make better data-driven decisions that shape the future of their organizations.

Similarly, AI in diversity, equity, and inclusion (DEI) strategies uncover unconscious biases, enabling organizations to craft more inclusive policies and initiatives. Bias in AI systems was a major concern when generative tools like ChatGPT emerged, and early research revealed bias in up to 38.6% of the ‘facts’ AI systems relied on. 

Today, AI is excelling at surfacing and addressing unconscious bias, making it a powerful ally in advancing DEI priorities. As Workhuman Live panelist Andrew McAfee from MIT has famously said, “If you want the bias out, get the algorithms in.” 

Benefits of AI in HR: Actionable strategies for the future

AI in HR empowers leaders to make smarter, more strategic decisions. Just look at all the different ways AI is already impacting HR:

• HR, L&D, and DEI Strategy: AI helps leaders make smarter decisions in HR, learning, and DEI. It analyzes employee feedback to shape inclusive strategies, predicts future workforce needs, and uncovers hidden biases in policies and processes.
• Talent acquisition and recruitment: AI can speed up hiring by matching candidates to roles, answering applicant questions through chatbots, and flagging biased language in job descriptions. It’s recruitment, streamlined, and smarter.
• Compensation and benefits: With AI, you can offer more competitive salaries, tailor benefits to employee preferences, and forecast costs to keep your compensation strategy sharp and sustainable.
• Employee engagement and experience: AI keeps a pulse on engagement, identifies employees at risk of leaving, and provides managers with tips to build stronger teams. It’s about making work better for everyone.
• Employee communications: AI in HR can help ensure your messages hit the mark. It personalizes content, answers employee FAQs instantly, and helps refine announcements based on how people respond.
• Employee recognition: AI can suggest moments to celebrate, track program success, and ensure recognition efforts truly resonate with your team. It can help people generate more meaningful messages, and it can synthesize those recognition moments to provide powerful, even predictive insights into culture or skills.
• HR operations: AI is already taking the heavy lifting out of HR operations. It automates tasks like payroll and leave tracking, manages employee data seamlessly, and enhances self-service tools.
• Employee wellness: AI supports wellness by spotting signs of burnout, recommending activities tailored to employee needs, and integrating with apps to promote better health and balance.
• Employee safety: AI enhances workplace safety with tools like biometric monitoring to ensure employee wellbeing. It can track physical health risks or offer real-time alerts to prevent accidents. Predictive analytics also identify potential hazards, helping organizations proactively address safety concerns.
• Workforce planning and analytics: AI can model workforce scenarios, highlight skill gaps, and provide insights to refine hiring strategies based on market trends.
• Performance management: AI simplifies performance management. It tracks progress toward goals, offers real-time feedback, and helps eliminate biases in evaluations to keep things fair.
• Compliance and risk management: AI can help keep you compliant and ahead of risks by monitoring policy updates, flagging potential issues, and ensuring everyone completes the required training on time.
• Organizational development (OD): AI gives you the tools to evolve. It analyzes organizational culture, tracks change initiatives, and provides data-backed recommendations for improvements.
• Training design and delivery: AI is able to personalize training to match individual learning styles, organize content efficiently, and track results to ensure your programs hit the mark.
• Leadership development and succession: AI can identify future leaders, highlight skills to develop, and provide tailored coaching. It’s leadership growth, powered by insights from people data.
• Mentoring: AI matches mentors with mentees, tracks progress, and refines programs to make mentoring more impactful and rewarding for everyone involved.
• Skill development: AI can identify skill gaps, deliver personalized learning paths, populate skills taxonomies and job marketplaces, match people to tasks, and send timely nudges to reinforce new skills.
• Talent management: AI makes talent management seamless. It identifies candidates for future roles, supports career growth, and tracks engagement to keep employees thriving.
• Learning technologies: AI can bring training to life. It powers interactive simulations, offers instant help through chatbots, and adapts content to fit each learner’s needs.
• Evaluation and assessment: AI keeps assessments fair and fast. It provides real-time evaluations, forecasts performance, and reduces bias to ensure accurate results.
• Onboarding and orientation: AI can streamline and personalize onboarding with specific journeys, instant answers to new-hire questions, and progress tracking to ensure smooth transitions.
• Diversity, equity, and inclusion (DEI): AI can strengthen DEI efforts by tracking metrics, flagging biases, and delivering training on demand to help create a more inclusive workplace.
• Employee relations: AI helps build stronger connections. Using natural language processing, it can spot potential conflicts, monitor team dynamics, and provide channels for employees to share feedback safely.

Excitement and concerns about AI in Human Resources

Just a glance at the transformative applications of AI in HR reveals its vast potential to revolutionize processes, enhance decision-making, and deliver unprecedented insights. Yet, for every exciting opportunity AI presents, there are equally important challenges that HR professionals must navigate to ensure its responsible and effective implementation.

AI and automation opportunities for HR departments

AI offers tremendous opportunities to streamline HR operations, reduce bias, and enhance strategic decision-making. AI, for instance, has proven its ability to automate repetitive tasks, allowing HR teams to focus on higher-value, human-centric activities. Eric Mosley, CEO of Workhuman, captured this potential when he said, “AI is a way for us to unburden ourselves from the monotonous work that eats up our time, allowing us to focus on what we as humans do so well: Build connections. Learn and grow. Find meaning, joy, and purpose in life, both in and outside of work.”

Here are additional opportunities for AI in HR:

1. Personalized employee experiences: Tailoring development paths, benefits, and communications to individual needs.
2. Predictive analytics for workforce planning: Using AI to forecast attrition, workforce needs, and future skills gaps.
3. Real-time feedback mechanisms: Enabling continuous performance improvement through instant insights.
4. Automated compliance monitoring: Proactively identifying and addressing policy violations to reduce risks.
5. Enhanced learning experiences: Using AI to design adaptive learning modules and simulations that boost engagement.

Challenges with using generative AI in HR processes

However, with great promise comes significant challenges. Ethical concerns, transparency, and a lack of clear value propositions are among the primary obstacles HR professionals face when implementing AI in HR solutions.

Here are additional challenges for AI in HR:

1. Resistance to change: Fear of job displacement and mistrust of AI among employees and leaders.
   
2. Data privacy and sSecurity: Ensuring sensitive employee data is protected and used responsibly.
   
3. Integration complexity: Merging AI tools with existing systems and workflows without disruption.
   
4. Skills gaps: The need for upskilling HR professionals to understand and leverage AI effectively.
   
5. Regulatory uncertainty: Navigating the evolving landscape of AI-related laws and ethical standards.

Balancing the hype in AI tools for HR

Bridging the gap between AI’s transformative potential and its practical impact requires a careful, thoughtful approach. While AI is being heavily promoted, its value and impact on HR aren’t always clear to customers. Recent findings from RedThread Research revealed that “Many organizations are heavily promoting their AI offerings, but that is not driving renewals or perceptions of value. Many customers don’t yet see the impact of AI or understand what problems it is solving.” 

This is a real opportunity with in the HR tech industry for thought leaders to articulate the genuine capabilities of and opportunities around AI for employers.

HR leaders must focus on ethical adoption, clear communication, and targeted applications to ensure AI aligns with HR practices and organizational priorities – and delivers measurable benefits. When deployed thoughtfully, AI can help organizations achieve greater inclusivity, transparency, and innovation – all while supporting HR’s human-first mandate.

Humans, technology & the future of AI

As artificial intelligence continues to integrate into the workplace, HR leaders face an urgent call to action: guide organizations toward a future where technology serves as a force for good, amplifying humanity rather than eroding it. 

Ravin Jesuthasan, futurist and Senior Partner at Mercer, who will speak at Workhuman 2025, has challenged human resources teams to step into this critical role, stating: 

“HR must be the steward of what is human at work, guiding organizations into the fifth industrial revolution – the cognitive age. This means embracing technology not as a replacement but as a partner, ensuring that we preserve what makes us uniquely human while leveraging AI to create better, more equitable workplaces.”

Human-AI partnership: the future of HR

The future of work isn’t just about jumping in to adopt or promote new tools. It is also about embracing the mindset that humans and technology are complementary forces. HR has a unique opportunity to lead this charge, ensuring that AI in HR aligns with organizational values like equity and inclusion while preserving the human touch that defines the best workplaces.

AI and humans must work together. Erik Brynjolfsson, coauthor with Workhuman panelist Andrew McAfee, has highlighted AI’s potential, not to replace humans at work, but to enhance them: 

“One of the most common misconceptions is that AI is taking over jobs and can do what humans do. While that is true in a few narrow cases, the more general lesson is that AI augments or helps workers… to do their job better.”

AI and technology are tools that, when guided by strong human leadership, amplify what makes us uniquely human – creativity, empathy, and connection.

HR must also be an active participant in that partnership. As Joy Buolamwini, a speaker at last year’s Spotlight Panel at Workhuman Live, emphasized, it’s important for HR to get some skin in the game. She cautioned:

“If we don’t actually have that opportunity to apprentice and to gain those skills, that first wave of generative AI adoption might give you a short-term productivity bump, but then you also risk living in the age of the last expert.”

Joy’s warning serves as a reminder that while AI has immense potential, its success hinges on the thoughtful interplay between human expertise and technological advancement. AI is no substitute for human judgment.

This challenge underscores the responsibility HR professionals bear in shaping how humans and technology collaborate. 

Workhuman Live and the HR function of the future

At Workhuman, this human-AI partnership is something we think a lot about, and it’s why fostering these conversations is a cornerstone of our Workhuman Live conference. In Colorado, we will continue this critical conversation, offering HR leaders the tools and insights they need to make AI a force for good in their organizations. 

At Workhuman, we see human-technology collaboration as central to building thriving workplace cultures. Our mission – which is at the core of our Workhuman Live event  –  is to use this kind of human intelligence to be a force for good, as we foster a culture of appreciation, connection, and wellbeing through employee recognition.  AI is changing things fast, but through thoughtful collaboration and a commitment to what is most human, we can shape a future where technology supports humanity’s best qualities and creates workplaces where everyone can thrive. 

Advice on bringing AI technologies to HR technologies

Successfully integrating AI in HR requires a thoughtful, measured approach. As Ben Eubanks, one of our past Workhuman Live speakers, has emphasized: 

“The best way to create unbiased algorithms is to have a diverse team creating the software. This prevents groupthink and helps the team to think through outcomes for a variety of diverse individuals, not just a single group.”

With all the potential applications of AI within the workplace, it’s also possible to lose sight of how it can actually improve HR processes and employee experience. Andrew McAfee, coauthor of The Second Machine Age and a panelist at last year’s Workhuman Spotlight, has cautioned HR leaders:  

“Don’t get distracted by every new piece of tech and every possible use of AI. Instead of letting the technology determine your actions, start by deciding what’s important to your organization and use that to figure out where to start.”

Here are actionable steps for HR departments to adopt AI responsibly:

• Start small: Pilot AI tools in manageable areas like recruitment or benefits administration to understand their potential impact without overcommitting resources.
• Focus on ethics: Build frameworks that ensure fairness, transparency, and accountability in AI applications. This includes expanding skills around AI and machine learning, including critical thinking, to enable HR teams to maximize AI’s potential while maintaining human oversight.
• Learn as you go: Train HR professionals to understand AI’s capabilities and limitations, ensuring they can leverage these tools effectively. McKinsey research highlights the need for upskilling, noting, “Because gen AI moves quickly and there is little clarity about which skills will be needed, upskilling will need to be front and center.”
• Measure impact: Establish clear metrics to evaluate the effectiveness of AI tools in achieving desired outcomes, such as reducing bias or improving efficiency.

Join the conversation: Shaping the future of work with AI

Artificial intelligence has the power to revolutionize HR by transforming talent acquisition, engagement, and workforce analytics. HR leaders clearly believe in the power of AI to do good within their organizations. But it still poses challenges, from ethical concerns to the pitfalls of lofty promises. To harness AI’s potential, HR professionals need to align its use with organizational values and act as stewards of a human-centric workplace.

This is a conversation HR professionals will need to continue to have. By starting small, prioritizing ethics, educating teams, and measuring impact, HR departments can ensure AI serves as a decision aid rather than a decision-maker. Responsible adoption of AI empowers organizations to create equitable, innovative, and engaging workplaces for the future.

Workhuman Live 2025 is the perfect platform to explore these themes, connect with thought leaders like Ravin Jesuthasan and Noelle Russell – and gain actionable insights from all of the attendees and experts who are thinking about this crucial and timely topic.

Are you ready to embed AI in HR and cultivate the future of your workforce? Join us at Workhuman Live 2025, May 12–15, at the Gaylord Rockies in Colorado. Don’t miss this opportunity to learn, connect, and redefine what’s possible for your organization.

Click here to register for Workhuman Live 2025 and continue the conversation!

About Darcy Jacobsen

Darcy is a passionate storyteller and champion of workforce transformation, human connection, and recognition-driven culture. As an author on the Workhuman Live Blog, she loves to connect deep research insights with modern workplace dynamics to uncover what really drives engagement, belonging, and happiness at work. With a background in communications and a master’s in medieval history, she brings a unique perspective to her writing, taking deep dives into all topics around organizational psychology and the science of gratitude.