A recent report has found that AI is driving the UK’s largest tech skills shortage in 15 years, yet this isn’t just a technology issue, it’s a workforce planning challenge.
Gemma Bullivant shared her view with People Management on why closing the AI skills gap falls firmly within HR’s strategic remit. “This is about identifying future capability needs, understanding current bench strength, and putting clear plans in place before the gap becomes a crisis,” she explains.
HR and L&D teams are uniquely positioned to build AI capability at scale, beyond simply offering training. “One of the strongest lessons from the pandemic was the power of forced immersion,” Gemma says. “Just like we quickly adapted to video calls, we can build AI confidence with hands-on, role specific learning embedded into day-to-day work.”
But technical skills alone won’t cut it. HR must also address mindset. “Learning sticks when employees feel supported, safe to experiment, and confident that what they’re learning matters,” she adds.
To lead this well, HR teams should start by mapping current and future skills needs, using that data to shape targeted upskilling, internal AI communities, and tailored learning plans. Involving leaders from the outset is key, not just for budget approval, but to model the kind of adaptive learning culture that AI adoption requires.
Gemma concludes
“We need to treat digital capability as core business literacy. Not everyone needs to be an AI expert, but everyone needs to be AI aware, and that starts with HR stepping into its strategic role.”
Gemma’s advice to HR teams to lead the charge on AI upskilling:
- Start with skills mapping and build a clear picture of your current workforce capability vs future needs. This is your foundation for targeted, strategic action.
- Embed learning into daily work, people learn best by doing. Prioritise hands-on, role specific learning over passive, one size fits all training.
- Focus on mindset, not just knowledge. Create a culture where people feel safe to experiment and supported to grow. Confidence is just as important as competence.
- Make it relevant and tie AI learning to real business problems. If people can see the value, they’re far more likely to engage.
- Bring leaders on the journey; senior sponsorship isn’t just about budget. It’s about visibly role modelling a learning mindset.
