The rapid evolution of AI is forcing HR professionals to rethink how they operate. WorkBuzz’s latest research reveals that 81% of UK HR professionals are now open to using AI, with half expressing excitement about its potential. This marks a major shift in attitude as HR teams, stretched for time and resources, look for smarter ways to work. But while AI presents huge opportunities, it also raises critical questions: How can AI support HR without compromising its ‘human’ element? And can AI help HR move from a reactive, transactional function to a more strategic, transformational one?
AI as the Key to Freeing HR from Transactional Overload
HR teams often find themselves bogged down in time-consuming administrative work, from payroll and benefits processing to recruitment coordination and compliance management. These transactional tasks are essential, but when they dominate HR’s workload, they leave little room for strategic thinking.
AI can change this by automating repetitive processes, reducing manual effort, and allowing HR to focus on work that adds real value. AI-driven chatbots can handle common employee queries, machine learning can streamline recruitment screening, and predictive analytics can provide deeper insights into workforce trends. By taking these tasks off HR’s plate, AI enables HR professionals to shift their focus from admin to strategy.
Moving Beyond Proactive HR to a More Strategic Role
My Strategic HR Maturity Model, discussed more in my article and podcast episode, outlines how HR evolves through four stages, each stage building on the previous level:
- Reactive HR – Focused on essential, transactional tasks like payroll, contracts, and compliance, often responding to business requests as they arise.
- Proactive HR – Starting to anticipate business needs and improving processes but still working within a business-defined framework.
- Strategic HR – Partnering with the business, identifying challenges, and proactively shaping HR initiatives that drive organisational success.
- Transformational HR – A key driver of business strategy, influencing broader organisational changes, culture, and innovation.
AI’s role in this journey is crucial. It helps HR move from levels one and two – reactive and proactive processes – to the more impactful strategic and transformational levels. Instead of being stuck in transactional processes, HR leaders who leverage AI can shift their focus to advising business leaders, driving cultural change, and shaping the future of work.
AI as a Tool—Not a Replacement—for Human Expertise
Despite its benefits, concerns remain. WorkBuzz’s research highlights fears around AI replacing the ‘human’ in HR, impacting job security, and increasing data risks. These concerns are valid, but AI should be seen as an enabler, not a replacement.
Strategic HR isn’t just about reducing admin—it’s about adding value in ways only humans can. AI can process data at scale, but it can’t build relationships, foster trust, or navigate complex people issues. The key is using AI to complement human expertise, not replace it. HR leaders who harness AI effectively will be able to spend more time on leadership development, employee experience, and organisational culture—areas where AI alone cannot deliver.
Making AI Work for HR
To make the most of AI, HR leaders need to be intentional about how they use it. A few key principles can help:
- Start with the right areas – Automate repetitive tasks like payroll, absence management, and recruitment screening to free up HR capacity.
- Use AI to enhance, not replace, human interactions – AI-driven analytics can provide insights, but people decisions still require human judgement and emotional intelligence.
- Ensure ethical and responsible AI use – Transparency, data security, and fairness must be prioritised to maintain trust in AI-driven processes.
AI isn’t a magic fix, but when used strategically, it can help HR shift from being reactive to truly transformational. It’s time to embrace AI—not as a threat, but as a powerful tool to help HR become the strategic business partner it is meant to be.
To dive deeper into the journey from transactional to transformational HR, check out:
- My article on HR’s shift from reactive governance to proactive transformation.
- My podcast episode From Reactive to Transformational: Taking HR to the Next Level.
How is your organisation using AI in HR? I’d love to hear your thoughts.
