Dylan Teggart’s Post

Thanks to Dylan Teggart and the 3Sixty Insights team for a sharp recap of our recent briefing. A few highlights: 1️⃣ If AI is doing the analytical heavy lifting, what is HR actually for? Our CEO Joelle Emerson's take: better people analytics doesn't replace HR, it frees HR to do the strategic work it's always been built for. 2️⃣ On AI bias: Paradigm supplies the data, content, and predictions. It’s critical to have a tool trained on trusted content, but ultimately, humans make the decisions. That's how trust holds up as AI reshapes the workforce. 3️⃣ And the harder conversation: too many executives treat AI as a substitute for people. The right people analytics infrastructure makes the case for human input a whole lot easier to win. https://lnkd.in/gTHn_XhQ

The role of HR in the USA is shifting at speed. What was once viewed as an operational function is now becoming a board-level conversation about transformation, workforce design, and responsible AI adoption. Our latest market insight reveals one unmistakable pattern: → HR operating model redesign is accelerating as organisations rethink how work gets done → Leaders are moving beyond automation toward predictive, intelligence-led talent ecosystems → The organisations that will lead are those that successfully integrate people, data, and AI into a single, coherent workforce strategy The HR barometer isn’t just moving — it’s signalling a decisive shift toward an AI-mature future. #HR #FutureOfWork #AI #PeopleStrategy #HRTransformation #Leadership

Most HR departments are not short on data. They are drowning in it, with no system to make it useful. The real bottleneck in Talent Operations is not headcount or budget. It is information routing. The wrong questions go to the wrong people. Decisions stall. Hiring managers get frustrated. Candidates drop off. And HR teams spend half their week triaging instead of solving. 🎯 This is where AI is about to change the game, not by replacing HR, but by acting as an intelligent layer that routes, prioritises and surfaces the right information to the right person at the right moment. That sounds simple. Most organisations are nowhere near it. The gap is not technology. The tools exist. The gap is that most HR leaders are still trying to bolt AI onto a broken process and calling it transformation. You cannot automate chaos. You have to redesign the system first. 💡 The organisations getting ahead are treating AI not as a feature to add, but as a forcing function to rethink how Talent Operations actually works end to end. Picked this up from Volker Jacobs in this week's Recruiting Brainfood by Hung Lee, essential Sunday reading if you are serious about where HR is heading. If your organisation deployed AI in Talent Operations tomorrow, how many of your current HR workflows would it expose as fundamentally broken rather than fix? #HR #PeopleStrategy #FutureOfWork #Leadership #TalentManagement #RecruitingBrainFood #FutureOfWork

“Just use AI.” I’ve heard conversations like this more and more lately. And every time, I think about the operational teams sitting behind those decisions. Because before becoming a co-founder, I was also the employee trying to adapt constantly to changes that were often introduced faster than people could realistically absorb them. New tools. New processes. New expectations. But very little time spent understanding what daily operations actually looked like on the ground. What many organizations underestimate is this: Operational pressure does not disappear because a new system is introduced. Sometimes it increases. Especially when: – workflows were never clarified properly – teams were not aligned beforehand – and employees are expected to “figure it out while working” Then frustration starts building quietly. Not because people reject change because they are trying to survive operationally while adapting at the same time. One thing that stood out to me during @HR Technologies London was seeing how mature organizations approached transformation differently. They were not only discussing tools. They were discussing: – workforce adaptation – operational impact – employee experience – and how to make work more sustainable operationally At HR Box Ltd, this is something we strongly believe organizations need to pay more attention to. Because transformation should not feel like additional pressure for the workforce. It should reduce unnecessary complexity, not create new layers of it. I’m Thierry Jeannot, Co-Founder of HR Box Ltd , building bridges between business strategy and AI-driven HR transformation to create real, applicable value for organisations. If your organisation is still treating AI literacy as something for later, now is the time to start the conversation. Anniella Isabelle Jeannot Shi Kang'ethe #HRBox #HRTechnology #LearningTechnologies #AIinHR #FutureOfWork #HRTransformation

𝗡𝗬𝗖 𝗘𝘃𝗲𝗻𝘁: 𝗟𝗶𝘃𝗲 𝗼𝗻 𝗠𝗮𝘆 𝟳𝘁𝗵  62% of HR leaders say AI already influences hiring or workforce decisions, yet fewer than 1 in 3 say they trust those outputs without human review. When employers explain how AI informs decisions, quit intention falls and intent to stay rises. On May 7, attend the Organization Development Network of New York (ODNY) and Retensa for an in‑person conversation on how AI shapes organizational life today. The session focuses on retention, engagement, trust, and the moments where human judgment must lead. Retain or Refrain: Where to Keep Things Human as AI Takes Root 📅 Thursday, May 7, 2026 ⏰ 6:30–8:30 PM 📍Midtown Manhattan (IRL) 🥤Refreshments provided Cost: $20 for non-guests Attendees will: 1.    Identify where AI decisions increase quit risk and where human judgment protects trust 2.    Interpret early turnover signals as AI agents sweep through the workforce 3.    Apply clear guardrails for AI use that support engagement and stability 🔗 Sign up now. Link in the comments. #TalentManagement #PeopleAnalytics #AIinHR #HRTechnology #HRLeadership #FutureOfWork #EmployeeRetention #HRTech

AI is already reshaping how organisations make decisions, design work, and build capability — and HR is right at the centre of that shift.  At EY People Consulting, we’re seeing first-hand how HR functions are turning AI from hype into real workforce impact.  I’m really looking forward to joining Caitriona Malone and our guest speaker Lorraine Crawford for our upcoming webinar:  Turning AI into Workforce Impact: A Strategic Agenda for CHROs.  Lorraine brings a hugely valuable client perspective, and I’m delighted to have her joining us to share real-world insights on what this transformation looks like in practice.  Together, we’ll explore one key question:  👉 How should the CHRO role evolve as AI reshapes decision-making, work design and capability models?  📅 Monday, 25 May 2026 | 12:00–13:00  If you're a HR leader thinking about how to translate AI into meaningful business and workforce outcomes, we’d love you to join us.  🔗 Register here: https://lnkd.in/gGDgEewa  #CHRO2030 #HRLeadership #FutureOfWork #Webinar #PeopleStrategy #ShapeTheFutureWithConfidence #PeopleConsulting 

On Wednesday, I joined HR Strategy Forum's Think and Talk: Turning AI Momentum Into Action with a room full of HR practitioners, OD consultants, and leaders navigating AI adoption in real organizations. The conversation that stayed with me: Shreya Sarkar-Barney raised research showing Gen Z may actually be more skeptical of AI outputs than older generations. That resonates from what I am hearing from Gen Z myself. We talk a lot about AI fluency. We talk less about what we might be quietly eroding while we chase it. One practitioner put it plainly: "When we go outside our area of expertise, we struggle. The output looks right. How would you know?" That's not a Gen Z problem. That's a human problem, and it's accelerating. The other thread that ran through the whole session: the organizations moving well aren't treating AI as a tools rollout. They're treating it as a culture change. Change management is first. Policy is second. Tools are third. We're still in the experimentation window. That won't last. What assumption is your organization making about AI adoption that you haven't examined yet? #AIAdoption #HR #Changemanagement #Workforcetransformation #TalentDevelopment #TalentManagement #OrganizationalDevelopment

You are not supposed to have favourites. But this conversation on The HR Dialogues was one of mine. 🎙️ @Eryn peters co-founded the AI Maturity Index. Over 300,000 data points on how knowledge workers actually engage with AI. Two things stood out for me. 👀 1️⃣ Restrict AI access and people don't stop using it. They stop telling you about it. Shadow AI is not a technology problem. It is a trust problem. And most organisations are solving for the wrong thing. ⚠️ 2️⃣ Employees report feeling more productive with AI. Measure it and the story changes. We are mistaking activity for impact and building strategies on perception rather than evidence. That should concern every HR leader in the room. Eryn calls where most organisations sit right now the "shotgun phase." Try everything. Measure almost nothing. Hope something sticks. HR cannot afford to be a bystander in this conversation. We need to be the people asking the uncomfortable questions. What are we actually measuring? Who bears the risk when adoption goes wrong? Are we designing for how work really happens or how we imagine it does? 💭 Watch the full HR Dialogues episode to hear Eryn Peters unpack what AI maturity really looks like, why shadow AI is often a trust issue, and what HR leaders should be measuring before scaling AI adoption 👉 https://aihr.ac/3S1Dqup What is the most important question HR should be asking about AI adoption right now? Let's discuss in the comments! ✍️ Save this post for your next AI strategy discussion, or share it with an HR leader navigating these decisions. 📩 #HRDialogues #AIinHR #FutureOfWork #HRLeadership #PeopleStrategy

AI was meant to make HR easier. So why does it feel like there’s more noise… and less clarity? More tools. More data. More dashboards. More pressure to translate it into action. And that lingering thought: “Am I doing enough with all of this?” Because when AI gives you instant insight, the expectation shifts. “You have the data… now what?” That’s the real tension. I’ve had a few conversations recently where HR leaders said the same thing: “We’ve got more insight than ever… but less clarity on what to do with it.” AI can tell you engagement is dropping, where pressure is building, which managers are struggling. But it can’t have the conversation. It can’t build trust. It can’t choose the right words when it matters. That’s still very much human. And for a lot of leaders, that’s the part that feels hardest right now. The organisations getting traction aren’t adding more tools. They’re connecting insight to action. Real-time signals (through platforms like our partner Loopin), paired with leaders who know what to do next. Not guessing. Not overanalysing. Acting. Not in isolation, but through better conversations, clearer thinking, and shared ownership. Because the gap isn’t data anymore. What actually happens next, in the moments that matter. The risk right now isn’t AI. It’s behaviour and culture changing at the same pace. It’s overwhelmed leaders, HR teams expected to translate everything, and organisations mistaking insight for impact. AI is the spotlight. And it’s making one thing obvious. Human leadership just became more important, not less. The question is: are we giving leaders the space and support to step into that? Please share your comments and insights below 👇 Rebecca Saunders Jones