HR 2.0: How AI is Reshaping the HR Function

The latest HR Therapy webinar from February 2025, hosted by Hebba Youssef of I Hate It Here, tackled one of the most pressing topics in HR today: AI’s role in transforming HR work. 

Featuring Jeet Mukerji (CEO of Kinfolk) and Sarika Lamont (VP of People at Vidyard), the discussion wasn’t just about AI hype—it was about real, practical ways AI is already changing HR teams, work, and employee experience.

The core message: AI isn’t replacing HR—it’s eliminating the busywork so HR can focus on what actually matters.

Here’s the summary.

HR Teams Are Stretched Thin—AI Can Fix That

HR professionals are stuck in a reactive loop—buried under employee requests, manual admin, and the constant demand for strategic input. But as Hebba put it:

"AI does tasks for me that I do not want to do anymore. And it takes five seconds."

The reality is, most HR teams don’t have enough time to be strategic because they’re too busy handling basic employee requests, process-heavy admin, and repetitive approvals.

That’s where AI steps in.

Where AI Is Making the Biggest Impact in HR

AI’s role in HR falls into three key areas:

1. Content Generation & Automation

• Writing job descriptions, HR policies, and performance review templates
• Summarizing engagement survey results
• Generating personalized learning content

2. Insights & Analytics

• AI-driven sentiment analysis to understand employee trends
• Predicting attrition risks and workforce planning needs
• Identifying skills gaps for internal mobility & training

3. Self-Service & Automation of Admin Work

• Automating onboarding workflows (sending invites, reminders, manager nudges)
• Handling HR service requests (payroll issues, benefits updates, system access)
• AI-powered chatbots & agents answering employee policy questions

"Our entire pre-onboarding process is now fully automated through Kinfolk," said Sarika. "Meeting invites are sent, onboarding plans are pinged to managers, and reminders go out automatically. We don’t have to touch it."

Gen AI vs. AI Agents: What’s the Difference?

One of the biggest takeaways from the webinar was understanding the difference between generative AI and AI agents:

Generative AI: Creates or refines content. Example? ChatGPT helping HR rewrite job descriptions or summarizing engagement data.

‍AI Agents: Go beyond content—they perform tasks. Example? Automatically scheduling onboarding meetings, updating HRIS records, or getting approvals for employee requests.

"HR chatbots can answer 10-20% of employee questions," Jeet explained. "But AI agents can solve up to 70% of HR requests before they ever hit the help desk."

This means fewer interruptions for HR teams and a massive boost in employee experience.

AI Is Changing HR Structures—And Some Roles May Disappear

HR leaders need to be real about AI’s impact—not just on workloads, but on HR roles themselves.

"Don’t be afraid to say it will mean reducing headcount," Sarika stated. "If AI can replace a $60K salary, plus benefits and all the other loaded costs of a hire, that’s significant savings."

This doesn’t mean AI will eliminate HR teams, but it does mean HR will need to evolve.

"HR professionals won’t be replaced by AI," Jeet added. "But the ones who don’t embrace AI might be replaced by those who do."

How to Get Started With AI in HR (Without a Huge Budget)

One of the most common concerns? “Where do I start if I don’t have budget approval for AI?”

Here’s a step-by-step approach:

1. Start Small With Free AI Tools

• Use ChatGPT or Claude for content generation (job descriptions, performance reviews).
• Test free AI plugins in Slack or Microsoft Teams to answer common HR FAQs.

2. Identify Repetitive Tasks to Automate

• What asks do employees make daily that HR spends time answering? Start with low-risk, high-volume tasks.
• Example: Automate sending payroll FAQs, benefits info, or onboarding reminders.

3.  Leverage AI in Existing HR Systems

• Many HRIS platforms (HiBob, Workday, SAP, etc.) already have built-in AI features.
• Example: Use AI-powered surveys to analyze engagement trends before presenting them to leadership.

4. Frame AI as a Productivity & Cost-Saving Tool

• HR efficiency alone won’t get leadership buy-in—but saving employees time and increasing productivity will.
• Example pitch to leadership:
  "We’re not just reducing HR admin. We’re giving employees faster answers, reducing ticket escalations, and increasing productivity across the company."

The Takeaways

• AI is a game-changer for HR—but only if HR teams lead the charge.
• Adoption will fail if employees don’t trust or understand AI.
• HR leaders shouldn’t shy away from efficiency gains, but must think beyond it—AI should drive better employee experiences.

If AI isn’t on your roadmap yet, it’s time to change that. Choose one repetitive HR task this quarter, automate it, and track the results.

What’s your first AI experiment going to be?