The Human Element

HR teams have long been promised more time for strategic work. But the reality has often looked different: a backlog of tickets, too many tools, and a steady stream of administrative tasks.

That’s starting to change.

In a conversation hosted by From Day One, Wisq CEO Jim Barnett sat down with journalist Emily McCrary-Ruiz-Esparza to discuss how AI teammates are reshaping HR and what it means for the future of work.

Here are five takeaways from their discussion.

1. The traditional HR service model isn’t built for today’s workforce.

Most HR teams still rely on a tiered service delivery model, but it’s showing cracks. Jim explained, “The problem is, the pyramid is often flipped. Employee behavior hasn’t changed; tickets still flood HR. Tier-zero tasks get bumped to tier one. That traditional model hasn’t worked well.”

AI is helping to change that. With Harper, Wisq’s AI HR generalist, companies are resolving up to 80% of employee requests automatically. The result: less pressure on HR teams and a service model that finally works the way it was intended.

Of course, with any shift in technology, there are questions about what it means for the people behind the work. When asked what HR professionals should make of these changes, Jim was clear: “There’s no doubt that roles will shift—some responsibilities may be absorbed, but others will be enhanced. AI frees people to focus on creative, human-centric, strategic work, what they really want to do. New roles will emerge that we can’t even imagine today. It’s a dramatic transformation for every job, not just HR.”

2. Framing AI as a teammate, not a tool.

How new technology is introduced can shape how it’s integrated and engaged with at an organization. At Wisq, that meant giving AI a name: Harper.

“We wanted Harper to feel approachable,” Jim said. “She’s not human, but she is a digital teammate, and in the future, we’ll all work alongside both.”

By framing Harper as an AI HR generalist and a fully embedded member of the team, Wisq helps organizations make the shift to AI feel more natural and more human. 

3. Momentum is accelerating, and HR needs to keep up.

Jim has seen a clear shift over the last year: “Even six months ago, we heard more objections. But now, most HR teams realize [adopting AI] is an imperative.”

Waiting for the perfect solution or more clarity isn’t a viable strategy. HR leaders who act now have the chance to shape how AI is used in their organizations.

“This isn’t a passing trend,” Jim continued. “it’s moving faster than anything I’ve seen in my career. You can’t wait to find a “better” train; you need to get on now.”

4. Reducing manual work with AI.

For many HR teams, time and attendance issues are a major drain on capacity. “A large manufacturing company told us that 85% of their HR generalists’ time was spent on time and attendance and safety,” Jim said. “We built a workflow for managers to resolve time and attendance issues. Harper helps resolve nearly 50% of those without HR involvement, guiding managers through the process when appropriate and escalating to HR when necessary. It’s taken 80% of that work off their plates—even during off-hours.

The impact goes beyond saving time. AI ensures policy consistency, strengthens compliance, and flags gaps before they become risks. And because most employees are already familiar with AI tools, adoption is fast and frictionless, expanding HR capacity without needing to scale headcount.

5. Human connection stays front-and-center.

As AI takes on more tasks, the role of human connection only becomes more important. “AI should handle the robotic work and create more space for meaningful, human connection,” Jim said. 

With the right balance, AI strengthens the human side of HR.

Jim’s message to HR leaders is straightforward: AI is here, and it’s ready to work. Those who lean in, experiment, and build AI fluency across their teams will be best positioned to lead.

“You’ll see teams made of both digital and human teammates,” he said. “The most effective human teammates will be AI-savvy.”

Looking ahead: Building HR teams for the future

AI is becoming a core part of how work gets done in HR. The teams that succeed will be the ones that integrate AI thoughtfully, creating more space for the work that matters most by supporting people and driving business impact.

HR leaders who invest in AI skills and fluency today will position their teams for long-term success. The opportunity is here to build stronger and more resilient HR organizations that balance technology with human connection.

The next chapter of HR is already taking shape, and now is the time to lead. As with any major shift, the organizations that adapt early will shape the standards, expectations, and best practices that others follow.