Strategic HR Digest | AI Can’t Replace This Core HR Competency

There’s a difference—and this webinar will show you why it matters.

Join AI and HR strategist Josh Cavalier as he unveils The Human-AI Task Scale, a practical model for building smarter, more human-centred AI strategies across HR and L&D. Learn how to avoid common pitfalls (like skill erosion), leverage your HCM tech, and assess your AI readiness.

✅ Plus, a live Q&A to apply it all to your context.

AI IN HR

AI is enhancing HR processes by increasing efficiency in recruitment and performance monitoring while saving time and reducing costs. However, AI lacks emotional intelligence needed for complex human interactions, underscoring the need for a balanced approach where human judgement complements data-driven insights to maintain empathy in people management.

CHRO TURNOVER

CHRO turnover has increased by 15% in Q1 2025, driven by the demand for leaders adept in AI integration and organisational transformation, as identified by Russell Reynolds Associates. This trend emphasises the growing complexity of the CHRO role, requiring skills in navigating rapid change and embracing innovation. As such, organisations are prioritising candidates with deep institutional knowledge for leadership roles to better manage these challenges.

EMPLOYEE WELLBEING

Investing in line managers and employee wellbeing boosts job performance and retention, with a notable improvement in supportive management practices. AI aids in job satisfaction by automating repetitive tasks, allowing employees more time for meaningful work. These insights underscore the importance of a supportive workplace culture and responsible AI use to enhance job quality.

AI IN RECRUITMENT

Despite advancements, 97 top European employers are inadequately using AI for hiring, limiting job seeker engagement crucial in a skills-first economy. Lacking features like chatbots for job recommendations, these companies miss effective candidate alignment and conversion. Enhancing AI adoption is essential for future-focused, competitive recruitment strategies.

SKILLS DEVELOPMENT

Emmy Kan's discussion with Tracy Chan at the Transform Talent conference highlights the importance of a skills-based development approach, addressing how it aligns employee capabilities with evolving business demands. This method encourages continuous learning, cross-functional agility, and the identification of hidden talents, proving beneficial both for employee growth and business outcomes. The approach urges leaders to foster growth mindsets, integrate skills development into business planning, and offer tools for managers to adapt to future needs, making it highly relevant for HR leaders seeking effective talent management strategies.

HR BENEFITS STRATEGY

In response to economic pressures, HR teams must optimise benefit spending by focusing on impactful areas like mental health and technology improvements. By prioritising value and leveraging data analytics, organisations can enhance employee experience and retention. It is critical for employers to reassess how they communicate and manage benefits.

LEADERSHIP SUPPORT

The appointment of Madeleine Metreweli as the first female chief of MI6 is more than a symbolic milestone — it reflects a broader shift in leadership norms across traditionally male-dominated sectors. For HR leaders, the takeaway is clear: progress isn’t accidental. It requires intentional culture-building, targeted interventions, and a willingness to dismantle structural barriers that continue to hinder women’s progression to the top. This moment highlights the need to move beyond surface-level DEI strategies. It’s time to prioritise sponsorship over mentorship, actively position high-potential women for succession, and build confidence through stretch opportunities, not just training. Leadership evolution starts with HR — but only when HR acts as a strategic driver, not a support function.