As AI rapidly transforms the HR landscape, how do we ensure the human element remains at the core? HR transformation leaders William Nuckley (Borealis Group), Antonio Calco’ Labruzzo (Senior HR Executive (CHRO) and Non-Executive Board Member in Pharma / Life Science and FMCG), and Brian Foster (MSC Cruises) share honest, thoughtful perspectives on what it takes to lead through digital change and put people at the center.
The Moment HR Has Been Preparing For
Not long ago, Gen AI and Agentic AI felt like distant concepts, ideas we were still trying to understand. Today, they are already reshaping the new work model.
Scroll down LinkedIn, any professional blog, or website, and you’ll find dozens of stories of leaders stepping into this new era, learning how to ride the wave of rapid transformation without losing sight of what matters most: empowering their people.
And nowhere is this tension more visible and promising than in the world of the People Function.
These questions took center stage at a recent Digital Transformation Leadership event (hosted by Devoteam and ServiceNow in Vienna and Zurich).
- Is the future of HR a choice between people and technology?
- How can technology better support people in HR?
- How can AI enhance, not replace, the human side of HR?
In reflecting on our conversations, I would like to share real and honest perspectives from HR Transformation leaders who are already exploring AI’s potential, testing new tools, rethinking old ways of working, and imagining how People Function can operate in smarter, more human ways.
What HR Leaders Are Most Excited About
AI is making HR feel more human, not less.
“It’s not just about making things faster or easier, it’s about creating space for more meaningful conversations, deeper connections, and better experiences… AI gives us the tools to be more present, more responsive, and more human in the way we lead and care for our teams,” says William Nuckley, VP of Employee Experience & Digital Transformation, Borealis Group
HR leaders are excited about using AI to remove friction from the employee experience and give HR teams more time to focus on what matters: people.
“It’s helping HR shift from reactive to proactive, especially in areas like workforce planning, learning, and leadership support, and finally freeing up time to focus on real value creation,” Antonio Calco’ Labruzzo, Senior HR Executive (CHRO) and non-Executive Board Member in Pharma / Lifescience and FMCG, shared his thoughts with me.
Talent space is one of the most promising yet complex areas for AI. Intelligent matching unlocks new potential in recruiting, workforce planning, personalised learning, and succession planning.
“…We are becoming more in tune with employees. With the potential of Hyper-personalised experiences, as an employee or even before as an applicant, and hyper-automation of admin tasks, HR finally can focus on what humans do best: Build trust, understand and develop culture, build strategies,” adds Brian Foster, Global HRIS Manager, Digital Transformation, MSC Cruises.
AI in HR: Responsible Adoption
With great power comes… well, a new mindset. Generative AI tools don’t just change workflows; they change expectations. And with that, HR teams must proceed carefully.
Agentic AI quietly stole the spotlight as we began to grasp generative AI’s impact. The lines between automation, assistance, and autonomy started to blur. Suddenly, we weren’t just dealing with tools that generate content; we were facing systems that act, decide, and even plan. While the buzz grew louder, many of us were still trying to understand what makes agentic AI different. What can these agents do, and how much should we empower them?
The short answer is only as much as you let them. I like this metaphor I recently came across: Think of Digital agents as sous-chefs. They can prep, chop, and stir the pot, but you’re still the head chef calling the shots.
William Nuckley states: “One challenge is that AI will change how we think and work; it’s not just a new tool, it’s a new mindset. But that’s also where the magic happens,”
HR leaders are focused on implementing ethical, transparent, and inclusive AI. They must balance innovation with intention, ensure algorithms don’t amplify bias, and ensure employees remain at the heart of every change.
Antonio Calco’ Labruzzo thinks that over-relying on tools without questioning the assumptions behind the models can be challenging, especially in areas related to ethics, trust, and decision-making.
If you’ve made it this far in the article, consider this your official invitation to our upcoming webinar. Devoteamers from the HRSD AI Lab will demonstrate how digital agents can independently manage medical leave processes.
Webinar: Driving Efficiency with Integrations, Agentic AI and Document Intelligence in ServiceNow HRSD
The Outlook
Gartner forecasts that by 2026, over 80% of companies will use GenAI in their digital work environments, up from less than 5% in 2023.
So what should HR leaders do now?
- Communicate openly: Explain what’s in it for employees.
- Share a clear vision: Ensure everyone understands the “why” behind the transformation.
- Build data literacy: Help teams interpret and leverage new tools.
- Create urgency: Encourage adoption, but embed AI into culture, not just processes.
“…Communicate openly on what’s in it for them, bring the vision to all employees (both HR and employees), increase data literacy to understand what’s happening and the potential of it, create a sense of urgency to adopt the tools more rapidly, and finally embed AI to the culture, and not only to the processes. It’s not (only) a technological shift, but a huge enabler of a culture shift too.”- Brian Foster.
Empathy, emotional intelligence, and real-world experience are the things machines can’t replicate. They connect people, shape culture, and turn insights into impact.
“The future is still unfolding, but our role will be to keep building and improving the tools that make work better for people while freeing up time to partner more closely with the business, using data and insights to shape the skills and culture we need to grow and deliver on our purpose.” And I fully agree with William Nuckley on that.
That’s not just a vision; it’s a roadmap.
GenAI leads the transformation, but the human element ensures meaningful impact.
The Human Heart of Digital HR
I firmly believe that the rise of AI is not a threat to the profession; it’s a call to elevate it. The opportunity lies not in replacing human connection but in scaling it with precision, empathy, and insight.
As we build, test, and adapt, let’s keep asking:
- Are we helping people thrive?
- Are we designing with empathy?
- Are we shaping a future we’d want to work in?
For more insights and to continue the conversation, connect with me on LinkedIn. I would love to hear your thoughts on this topic. How is your HR team using AI today, and what are you most hopeful (or cautious) about?