HR at the Helm: Why the Future of AI in the Workplace Belongs to Human Resources
Recent statements from IBM’s CHRO, combined with global insights from Mercer and Deloitte, highlight a shift in how companies perceive the role of HR—not just as a support function, but as a strategic architect of the AI-augmented workplace.
HR is uniquely positioned to lead AI adoption
According to IBM, HR professionals are best equipped to lead AI transformation because they understand how people work—and what they need to thrive. This aligns with Mercer’s 2024 Talent Trends report, which shows that organizations embracing human-centered tech see higher retention and engagement.
Moreover, 30% of executives surveyed by Deloitte believe that CHROs should join forces with CIOs to optimize human–machine collaboration. Another 11% envision the CHRO evolving into a “Chief Human and Machine Resource Officer”.
Employees demand personalization—AI makes it possible
Workers today want more than jobs—they want meaning, purpose, and personalization. Deloitte’s 2025 report reveals that 60% of employees expect their company to increase their motivation, but only 33% believe their managers truly understand what drives them.
That’s where AI comes in. Advanced systems now enable organizations to:
Analyze stress signals via wearables.
Match people to personalized learning or growth opportunities.
Use AI-driven dashboards to deliver tailored nudges that align with individual motivation.
The Sparkclub approach: Human-first AI for engagement
At Sparkclub, we believe that people should be augmented by AI—not reduced to data points.
Our platform is designed to:
Provide AI-powered dashboards that surface wellbeing, collaboration, and friction points.
Deliver hyper-personalized experiences (from training to team activities) based on individual interests and behaviors.
Support HR leaders with predictive insights to create proactive engagement strategies.
This model transforms engagement into a measurable, scalable, and impactful layer of value creation. According to Deloitte, AI adoption is already reshaping EVP (Employee Value Proposition). Over 70% of workers say they’re more likely to stay in a company that helps them thrive in an AI-driven world. To lead this transformation, HR must:
Embrace cross-functional roles (HR + Tech).
Prioritize ethical AI and employee agency.
Reimagine engagement not as a benefit—but as strategy.
As companies adapt to AI, HR holds the key to aligning tech with trust, performance with personalization. Platforms like Sparkclub give HR teams the power to unlock this potential—scaling culture and connection through intelligent, actionable insights.
AI is not replacing HR—it’s supercharging it.
IBM CHRO Statement – “Why HR should lead AI adoption in the enterprise,” Infobae, June 2025: Link
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Mercer (2024) – Global Talent Trends Report: “Empathy in Action: Designing Work for a New Era”
Source: [Mercer Global Talent Trends 2024 – PDF] -
Deloitte (2025) – Global Human Capital Trends Report: “Reimagining the Workforce Experience for a Boundaryless World”
Source: [Deloitte Human Capital Trends 2025 – PDF] -
Gartner – “How HR Can Prepare for the Generative AI Shift,” Gartner Insights, 2024
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Accenture – “The CHRO as a Growth Executive,” Accenture Talent & Organization Report, 2023
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IMD – “From CHRO to CHRO+AI: The Future of People Leadership,” IMD Business School, 2023
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Washington Post – “No AI, No Job: Why Companies Like Duolingo and Shopify Are Mandating AI Literacy,” June 2025
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Business Insider – “How Lattice Is Preparing for a World Where AI Agents and Humans Work Together,” June 2025
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The Australian – “Balancing AI Agility With Workplace Stability,” June 2025
