Turning AI Anxiety into Genuine Strategic HR Impact

Editor's note: Posts published on From the Workplace are written by outside contributors and do not necessarily reflect the view or opinion of SHRM.

As a SHRM Global instructor and OpenAI Module expert trainer, I’m often asked the same question across very different settings, whether coaching sessions, HR meetings, or conference panels: “Do I need to learn [a particular technical skill] to stay relevant?” 

The frequency of this question shows it's a common concern. However, the real issue isn’t technical skill — it’s strategic skill. 
 
You don’t need to become a data scientist to remain relevant as an employee, but you do need to become a translator of strategy — someone who connects human insight with business outcomes. That’s where HR’s value becomes visible and scalable.

From Analytics to Action

Since 2006, I’ve led HR and organizational development functions across five multinational companies. In doing so, I’ve applied HR analytics — not as a trend, but as a survival skill, but also delivered bilingual workshops on people analytics and digital transformation — well before GenAI became the buzzword it is today. 
 
When SHRM launched The AI + HI Project in 2023, it captured what I had long practiced: using data to drive human-centered decisions. This approach echoes the high standards embedded in SHRM certification framework, especially within the organizational capability domain. More recently, I’ve gone deeper by embedding GenAI into my workflows and co-creating artificial intelligence generated content (AIGC) to support career pivots. 

Before and After: The Results of Strategic AI

What does strategic AI actually look like in action? Here are two examples from recent in-house work:

1. After sentiment data revealed the overlooked flight risks in mid-level employees, attribution decreased by 22% in nine months.
2. When readiness scores were aligned with leadership pipeline KPIs, the time-to-promotion duration was cut by seven months. 

To apply this to your work, try this: 

• Run a 90-day talent retention and engagement pulse survey to catch turnover signals early.
• Tie one succession planning KPI to development readiness scores before approving the next training budget.

The lesson: better questions + lightweight AI = faster, sharper decisions.

Three Principles to Move Insight to Action

Based on what’s worked across projects, here are three principles I share with HR leaders who want to act — not just react — in the AI era:

Translate talent into business outcomes. Executives speak in KPIs, not engagement scores.

• Try this: Use one analytics-driven workforce insight (e.g., skills volatility, attrition risk) to connect directly to a C-level KPI, such as cost-to-hire or revenue impact.
• Do this now: Schedule a 15-minute KPI calibration meeting with Finance before presenting your next people dashboard.

Turn metrics into micro-storytelling. Dashboards alone don’t drive behavior, but stories do.

• Try this: Turn your weekly metrics drop into a 20-word story card with one action item (covering owner + deadline).
• Do this now: Use a narrative-driven metrics format to present your next executive updates.

Build bridges, not bottlenecks. One of HR’s unique strengths lies in connection between insight and execution, people and process.

• Try this: Launch a 30-minute AI work group across HR, operations, legal, IT, etc. Rotate the facilitator role.

• Do this now: Track AI pilot outcomes on a shared learning log. Review quarterly to normalize experimentation.

Quick-Win Checklist: Activate This Week

Pick one of the following tasks, take visible action, and build momentum.

• Host a 60-minute “metrics-to-action” roundtable with your HRIS or people analytics partner.
• Post an invite to an AI-focused lunch and learn — ideally with fewer than 12 participants to allow real discussion.
• Select one strategic KPI and build a 90-day micro pilot — no external vendor is required.

Data Use: Smart and Safe

• Anonymize all employee data before inputting it into AI tools.
• Stay compliant by checking local labor law and regulations updates monthly.
• Keep payroll and health records out of public-facing models.

Looking Ahead

The future of HR belongs to those who blend analytical fluency with genuine human connection. AI will not replace HR — but it will challenge us to lead with clarity, empathy, and intention. 
 
“AI + HI = Real ROI” isn’t just a slogan. It’s a mindset that’s refined through real-world practice. Start with one move that fits your reality. Through joint efforts and practical peer learning, we’ll turn AI anxiety into genuine strategic HR impact.

Maggie Xin Sun, SHRM-SCP, is the founder and CEO of Bright & Joy Consulting, a SHRM Global instructor, dual-certified strategist (SHRM-SCP, ATD-CPTD), and OpenAI Module Expert Trainer specializing in AI-driven workforce transformation and business-management analysis.