HR Needs a Seat at the Table — for AI Too

It’s time to get real with y’all and light a fire...as we say in Texas!

The future of work is here, and it will continue to evolve. HR must play a critical role in how, where, and when AI will be utilized within their companies.

Why? HR provides a different lens and viewpoint for the business. Our role has been to take a business challenge or situation, think through it in terms of what it means to the overall employee experience, and assess any risks that may occur.

What worries me is that HR is being left out of these talks and ignored as members of different committees or groups are being formed. These groups often include their peers in other departments and areas of the business.

Why? To be blunt, HR has fallen behind its peers within the business in its lack of understanding of how AI works, how it can be used to reduce operational costs, and how it can improve business processes that organizations need to stay competitive (and not fall behind).

Over the past year, I have met with hundreds of HR and IT leaders who have shared that their companies have created a specific AI committee. What I find most surprising is that of these 100+ conversations, roughly 60% have shared that HR is not part of these conversations or these committees.

It’s time to regain that “seat at the table.” Human Resources (HR) needs to be actively involved in internal AI Steering Committees and/or discussions to ensure that solutions are being examined with the employee experience at the center of the design, to maximize the beneficial impact of AI, and to surface risks that may be overlooked by other areas of the business.

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5 Reasons HR Needs To Participate Their Company's AI Steering Committee

1. Voice of the Employee

HR professionals are for employees. They make sure that the AI solutions being used meet the needs and expectations of the workforce. By being part of the AI committee, HR can:

• Gather and present employee feedback to ensure AI tools are user-friendly and practical.
• Address employee concerns about AI, such as job displacement or data privacy.
• Ensure that AI solutions enhance rather than hinder the employee experience.

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2. Maintaining Company Values and Ethical Principles

AI strategies should align with the company’s values and ethical standards. HR’s participation can ensure that:

• AI systems are designed and implemented to uphold the organization’s commitment to diversity, equity, and inclusion.
• Ethical considerations, such as avoiding biases in AI algorithms, are prioritized.
• When using AI, the organization remains compliant with labor laws and regulations and is future-proofed for the changing legal landscape regarding AI.

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3. Advocating for Budget Allocation

HR can make a strong case for investing in AI to enhance operational efficiencies and employee productivity. By being involved in AI committees, HR can:

• Highlight the potential ROI (return on investment) of AI investments in terms of time savings, reduced errors, reduction of headcount, and enhanced decision-making on people-related data.
• Ensure that budget allocations are made for AI solutions that directly benefit the workforce, helping to develop AI skills, training for future AI use cases, and supporting employees' needs to drive retention.
• Monitor and evaluate the effectiveness of AI tools, ensuring continuous improvement and training of the AI models to keep the “human in the loop” regarding biases and compliance needs.

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4. Driving Adoption and Usage of AI Solutions

HR’s expertise in internal communications is crucial for successfully adopting AI tools. HR can:

• Develop comprehensive communication plans to inform and educate employees about new AI initiatives.
• Create training programs to help employees understand and effectively use AI tools.
• Address and mitigate resistance to change by involving employees in developing new processes to demonstrate how AI and people work together (People + Technology), creating Super Teams.

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5. Shaping the Future Employee Experience

HR has a unique opportunity to shape how AI will transform the workplace in the coming decade. By being involved in AI committees, HR can:

• Present a vision for the future employee experience that includes the integration of AI in the entire employee life cycle, from the recruiting and talent acquisition process to the alum experience.
• Identify new skills and roles emerging from AI adoption, ensuring employees are prepared for these changes and providing learning opportunities.
• Drive initiatives that use AI to enhance job satisfaction, career development programs, and reduce attrition.

Involving HR in the AI steering committee is not just beneficial — it is essential. HR professionals bring a unique perspective that ensures AI solutions are employee-centric, ethically sound, and aligned with the company’s strategic goals. HR can play a pivotal role in successfully integrating AI into the organization by advocating for employees, maintaining company values, securing the necessary budget, driving adoption, and shaping the future workplace.

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ABOUT AUTHOR

Beth White

Beth White is the innovative CEO and Chief Bot at MeBeBot, where she leads the charge in transforming HR and employee experience through AI and automation. As a female founder and AI pioneer, Beth is passionate about elevating the role of HR by leveraging cutting-edge technology to create more efficient, supportive, and empowering workplaces.