KEY THEMES
Full Report: https://www.aihr.com/resources/AIHR_HR_Priorities_2026_Report.pdf
- HR must co-lead AI transformation, not support it
HR is expected to act as a strategic partner alongside business and IT, shaping how AI impacts people, work, ethics, and culture. - AI adoption must be human-centric and trust-based
Successful AI implementation depends on transparency, ethical use, employee trust, and clear communication about how AI affects jobs and decisions. - Productivity gains from AI should be reinvested, not cut
Time and efficiency freed by AI should fuel growth, innovation, reskilling, and workforce development—not just cost reduction. - Shift workforce planning from jobs to skills
Organizations must move away from rigid role structures and toward skills-based workforce models that allow faster redeployment of talent. - Skills visibility becomes a strategic asset
Companies need clear skills taxonomies and data to understand current capabilities, future gaps, and internal mobility opportunities. - HR operating models must become cross-functional
Traditional HR silos slow execution; HR teams should reorganize around outcomes, working closely with IT, data, and business units. - AI fluency is now a core HR capability
HR leaders and teams must understand AI well enough to evaluate tools, interpret data, manage risks, and guide leaders credibly. - HR must actively shape the future of work
This includes redefining roles, redesigning workflows, and helping leaders balance automation with meaningful human contribution. - Change management and culture matter more than technology
AI success depends less on tools and more on leadership alignment, employee readiness, learning mindsets, and cultural adaptability. - HR’s role shifts from administrative to transformational
By 2026, HR is expected to drive enterprise value through workforce strategy, capability building, and organizational resilience—not just people processes.
