Digital-First HR: Unlocking the Power of AI and Data

AI is here to stay—and it’s only going to grow. So don’t hold back. It’s time to embrace AI with confidence.

That was one of the key takeaways from Sprout’s NextGen HR Summit: Redefining HR Leadership, Strategy, and Skills for the Workforce of Tomorrow. In the panel discussion, Digital-First HR: Unlocking the Power of AI and Data, industry leaders explored how HR teams can successfully integrate AI technologies while preserving the human element that’s core to people operations.

Moderated by Atty. Lester Ople, HR Evangelist at Sprout Solutions, the panel featured thought leaders including:

• Atty. Jay-Ryan Trinidad, Director of Legal and Compliance, Sprout Solutions
• Mr. Enrique Antonio Reyes, VP and People Growth & Productivity Champion, Converge ICT
• Ms. Annie Caw, Chief Human Resources Officer, CIMB
• Mr. Nonong Noriega, Former HR Head of PLDT Global and Head of Employee Development, PLDT

A live poll during the session revealed that 52% of participants cited a lack of AI expertise and upskilling opportunities as the biggest barrier to AI adoption in HR. Clearly, there’s a pressing need for HR professionals to develop digital skills and embrace continuous learning.

This insight is echoed in the Sprout State of AI 2025 Report, which found that 89% of businesses consider AI adoption critical to maintaining a competitive edge.

So how can HR leaders bridge the gap between ambition and execution? Panelists shared the following strategies:

• Bridge the skills gap. Upskilling initiatives are essential to help HR teams develop AI literacy and become confident users of AI-driven tools.
• Keep the human touch. As Mr. Noriega pointed out, AI can streamline tasks, but rapport, cultural fit, and emotional intelligence still require human judgment.
• Foster a growth mindset. AI should be approached with curiosity, not fear. Encouraging openness to new technologies is key to successful adoption.
• Bridge the skills gap. Companies need to provide training and upskilling programs to help HR teams develop AI literacy and effectively use AI-powered tools.
• Emphasize the human element. While AI can streamline tasks, the human touch is still irreplaceable. According to Mr. Natividad, HR decisions must still consider rapport, cultural fit, and emotional intelligence, which AI cannot fully assess.
• Encourage open-mindedness. Mr. Noriega mentioned that AI adoption should not be met with fear but with curiosity and willingness to learn. 

Panelists shared real-world examples of how AI is reshaping HR. For example, Mr. Reyes mentioned that their team successfully implemented AI-driven talent acquisition, task management, and internal communication tools to improve efficiency and employee experience. According to the panelists, HR professionals should not hesitate to embrace AI. Instead, they should:

• Automate tasks to free up time for strategic work. AI can handle administrative processes such as resume screening, interview scheduling, payroll processing, and compliance tracking. Automating these processes allows HR professionals to focus on more important initiatives like employee engagement, talent development, and workforce planning.
• Use AI to enhance employee experience. AI-driven HR analytics can help build personalized learning and development programs, provide real-time feedback, and offer insights into employee engagement. Using this data, organizations can proactively address workforce needs and improve employee satisfaction.
• Balance AI and human intelligence. Not all HR tasks should be automated. Organizations must determine which processes benefit from AI and which require human decision-making. 

With the rise of AI in HR comes increased scrutiny around data privacy, transparency, and ethics. The panel emphasized the need for clear communication and strong governance.

To ensure responsible AI use, HR leaders should:

• Clearly communicate how AI is used. As Ms. Caw stressed, transparency builds trust. Employees should know how their data is being collected, processed, and used.
• Ensure legal compliance. Partner with legal and compliance teams to ensure AI tools align with data privacy laws and corporate policies.
• Establish ethical guidelines. Define clear principles to avoid bias in hiring, promote fairness, and ensure AI decisions are subject to human oversight.
• Invest in cybersecurity. With 69% of CEOs concerned about AI-related cyber risks, it’s critical to train HR teams on data protection and cybersecurity best practices.

AI is not just transforming systems—it’s reshaping the skills HR professionals need to thrive. The panel highlighted the growing importance of combining technical capability with soft skills.

Here are the core competencies HR leaders should develop to stay ahead:

• Adaptability and continuous learning. AI will keep evolving—so must your team.
• Empathy and emotional intelligence. People-first skills remain at the heart of effective HR leadership.
• Critical thinking and creativity. AI provides the data; humans make the strategic calls.
• Business acumen. Understand company goals to ensure HR remains aligned and impactful.

AI and data literacy. While you don’t need to become a data scientist, you should know how AI tools work, what the outputs mean, and how to use them in decision-making.

Sprout Solutions is leading the way in digital-first HR. With Sprout HR, we help HR professionals automate manual processes, gain actionable insights, and enhance the employee experience without losing the human touch that makes great HR possible.

Explore how our solutions can future-proof your HR strategy. Visit our website and check out our blog to see how we’re transforming HR with AI.