The AI-Ready HR Team: Powering the Next Chapter of Workforce Strategy

How can HR teams truly prepare for the future as AI becomes a bigger part of the workplace? What does it take to successfully integrate AI while keeping the human side of HR strong?

At Sprout’s State of HR Summit 2025, industry leaders joined the panel The AI-Ready HR Team: Powering the Next Chapter of Workforce Strategy to talk about what it means for HR teams to be AI-ready.

Moderated by Lester Ople, HR Evangelist at Sprout Solutions, the panel featured top industry leaders:

• Mikel Leroi Balansa – Executive Director at International HR Institute
• Thelma Meneses – Executive Director, Coach, Consultant and Trainer at PowerinU Coaching and Training
• DM Varun – Regional Head for ASEAN at Xoxoday

Mr. Varun highlighted that AI should be treated as a “co-pilot”, a helpful assistant that takes care of routine tasks. He said this co-pilot can handle different daily tasks, such as reminders, to-do lists, and keeping track of conversations. For example, since he travels a lot, he relies on AI to help him stay organized with all his meetings and tasks.

His point is pretty simple: AI is not here to replace people but to help them work smarter. When HR teams think of AI as a partner, it becomes a tool that makes their jobs easier and more meaningful.

Work and the workplace are changing quickly, especially with AI becoming a bigger part of what we do. Ms. Meneses pointed out that technology isn’t new but it’s much more powerful  now and is really changing how we define work, workers, and where work happens.

With 62% of workplaces now using AI, many jobs no longer require employees to be in the office all the time. This is especially true for knowledge workers who can complete most of their tasks on computers and work from home or anywhere else. This means there are more “hybrid workers,” and HR needs to think differently about who needs to be in the office, what new job roles are needed, and how to help employees adjust to these changes.

Ms. Meneses also explained it’s important for HR to look ahead and figure out what jobs will start, stop, or change as AI and digital technology keep growing. She encouraged HR teams to rethink old ways of working and focus on supporting their people by helping them develop AI-related skills and adopting new roles. 

One of the biggest challenges for HR teams with AI is the uncertainty around how it really works. For example, according to Mr. Balansa, it’s easy to spot AI-generated videos or content, but understanding what’s actually happening behind the scenes is much harder. This makes it tough for HR professionals to fully trust or use AI in their work.

He also talked about the extra challenge of compliance. Even if HR wants to use AI in their processes, it’s hard to prove to auditors or regulators that everything is being done correctly if there’s no physical documentation or proof. There are a lot of rules and requirements in HR, and sometimes these don’t match up with how AI works. That’s why it’s important for HR teams to stay mindful of these challenges and collaborate with legal and compliance experts to ensure responsible use of AI.

If you’re wondering where to begin with AI adoption in your company, here are some practical steps from the panelists:

Get Support from Key People First

Before adopting AI tools, check if your team is ready to use new technology. Ms. Meneses suggested assessing whether your company culture is ready to embrace technology. She explained that no matter how much you invest in new tools, people won’t use them if they’re still comfortable with manual processes. Getting people comfortable with change is important so they will actually use the new systems. 

Focus on Real Business Needs

AI should solve real problems, not just because it’s a trend. Mr. Varun said, “Business savvy-ness always leads in terms of there’s a difference between want and good to have and must have in the company.” Pick AI tools that help improve important work and give clear benefits to the business.

Keep the Human Side Strong

Even with AI, HR still needs to focus on people. Mr. Balansa mentioned that he worries admin, HR, and managers could become too dependent on AI for automating tasks. AI can help with routine tasks, but real conversations and coaching need a human touch.

Build Trust and Stay Curious

HR teams should work hard to earn trust by doing what they say and learning new things. Ms. Meneses encouraged HR leaders to create a strong track record of credibility, curiosity, and agility. Being open to learning and ready to change helps HR stay important in the company.

Ask for Feedback Often

Keep checking how AI tools are working by asking employees for their opinions. Mr. Varun suggested, “Make sure that you get the employee feedback from people specifically about AI.” This helps spot problems early and fix or stop using tools that don’t help.

Use AI as a Helper, Not a Replacement

AI should support your work, not do everything for you. Mr. Balansa highlighted, “If it’s no longer your personal work output, that’s already unhealthy. It should be a tool.” Encourage people to use AI to make their work easier but still keep their own ideas and effort.

A question from the audience asked how to tell if AI is being used too much or in the wrong way. The panelists gave some useful advice:

• Work no longer shows your own effort. Mr. Balansa pointed out that if your work stops reflecting your personal ideas and effort, it’s a clear sign AI is being overused. This is especially important in roles that require creativity and judgment, such as HR, education, and other knowledge-based industries. 
• Employees feel confused or unhappy with AI tools. Ms. Meneses emphasized that if employees are frustrated or unclear about how to use AI tools, it’s time to pause and rethink the approach. This applies to companies of all sizes and industries, especially those where human interaction is vital, like healthcare or customer service. 
• Using AI as a shortcut to avoid real work or ethics. Mr. Varun highlighted the risk of relying on AI to bypass important tasks or ethical standards. In sectors like finance, legal, or compliance-heavy industries, this can lead to serious issues. Overuse of AI without proper oversight can undermine trust and accuracy, so organizations must maintain strong ethical controls.
• AI investments don’t improve results. If AI tools don’t lead to better efficiency or outcomes, it’s better to stop or adjust their use. Monitoring and measuring AI’s impact regularly helps avoid wasted resources and employee burnout.

The key is to keep listening to employees, collect regular feedback, and be ready to change course when needed.

Sprout HR offers the tools and support you need to become truly AI-ready, helping you automate routine tasks, improve decision-making, and keep the human connection strong. With Sprout HR, you can start small by focusing on high-impact areas like recruitment, payroll, and employee feedback, while involving your whole organization in a smooth, ethical AI journey.

Missed the live event? Catch up anytime with our on-demand coverage of the event. Feel free to also check out our webinars featuring expert discussions and actionable advice on building AI-ready HR teams. You may also check out blogs and our thought leadership page for more insights!