5 Ways HR Leaders Are Using AI in 2025

The use of generative artificial intelligence (GenAI) in the workplace has skyrocketed in the past few years. In a January 2024 SHRM survey of HR professionals, nearly half said using AI to support HR had become somewhat or much more of a priority in the previous year. 

HR professionals largely view AI as a vehicle for improving human work and capabilities. While 56% of respondents were optimistic about the potential for AI to improve collaboration, 75% agreed that advancements in AI will increase the importance of human intelligence in the workplace over the next five years. 

“We are people-led and tech-powered,” said Donna Morris, chief people officer at Walmart. “That means we see AI enabling us to work more effectively and spend increased time on human-centric aspects of jobs across the enterprise.”

Here’s a look at five hands-on ways that HR professionals are leveraging AI to improve their work and ignite employee work. 

1. Streamlining Daily Tasks

Taking over manual tasks may be the most widespread use of AI in any field, and HR is no different. Savvy HR leaders are implementing AI to manage manual tasks so they can free up time for more strategic work. 

For example, Walmart has an internal AI tool known as My Assistant, which is loaded with company knowledge and data to help HR associates save time on tasks. “My Assistant allows our people team to use GenAI to access key metrics in seconds instead of searching through multiple systems and compiling reports,” Morris said. “It also helps our associates answer common people-related questions themselves, enabling a self-service model as opposed to asking a people partner for that information.”

At a recent offsite meeting, Walmart’s HR leadership team used AI to compile research on key topics “in a matter of minutes, a task that would have taken substantially longer if done by hand,” Morris said. “As a result, our time and energy were focused on strategic conversations and planning, leveraging the unique expertise everyone in the room.”

2. Harnessing Data

Traditionally, making decisions based on research meant spending large amounts of time conducting that research and analyzing data. For many HR leaders, AI is changing that scenario, allowing them to spend less time chasing data while still benefiting from research-backed analysis.

At SingleStore, a real-time AI database company, AI is driving the move toward a more data-informed HR operation, said Heidi Hill Brandow, head of the company’s global people team. “We’re able to measure the effectiveness of programs and processes more consistently, and we’re sharing those insights across the team to drive better decisions,” she said. “One of the most exciting byproducts has been the growth in AI fluency within our people team. As we upskill around these tools, my team is becoming more confident, more engaged, and ultimately more effective.”

3. Engaging with Employees

In some organizations, HR professionals are using AI to improve employee engagement. For example, at Perceptyx, an employee experience platform provider, the HR team is using AI-powered knowledge bases to provide quick answers to common employee queries, driving more engagement and improving retention. 

“By freeing up HR and manager time from administrative burdens, we’ve seen an increased capacity for more meaningful interactions with employees: more focused check-ins, more personalized support, and a greater emphasis on building strong relationships,” said Lisa Sterling, chief people officer at Perceptyx. “Also, streamlining processes and providing quicker access to information through AI tools contributes to a smoother and more efficient employee experience. This reduces frustration and can positively impact overall satisfaction and ultimately, retention.” 

4. Sourcing Candidates

The use of AI in the hiring process has pros and cons, but many HR teams have found ethical ways to improve the recruiting process with AI. For example, at Chronosphere, a cloud-native observability platform, the HR team is using AI for A/B testing of outreach messaging to candidates to increase engagement and efficiency. 

“AI is helping us move faster without compromising our high bar for performance,” said Ashley Alexander, Chronosphere’s chief people officer. “It’s allowed our teams to work more strategically by reducing time spent on repetitive tasks, and it has enhanced personalization and speed in candidate outreach. We’re looking at how AI can support better performance management and internal development, not to replace human judgment, but augment it.”

SingleStore is also successfully integrating AI into the recruiting process. “We’re embedding AI into role design, candidate sourcing, and matching processes to improve both the speed and precision of our hiring decisions,” Brandow said. “It’s helping us get the right people in the right roles faster, which is a big win.”  

5. Boosting Career Growth

Once the employees are in place, AI can also play a role in helping them move through their career paths. For example, Walmart is piloting a new AI-powered interview coach to help people improve their interview skills and build their careers, Morris said. 

The coach simulates a realistic Walmart interview by walking candidates through up to 10 questions. It scores each response on a scale of 1 to 10 and delivers instant pointers on the interviewer’s structure, clarity, and confidence. 

“This will give talented candidates a better chance of landing jobs they’re qualified for and strengthen their interviewing skills,” Morris said. “We’re currently piloting the tool with our associates, and if it performs as expected, it will be offered to every applicant, both internal and external.”

With several early wins with AI under their belts, HR leaders have a unique opportunity to lead the charge of AI integration among other teams. “Beyond specific HR functions, my team is also focused on developing AI fluency across the broader organization,” Brandow said.

Nancy Mann Jackson is a freelance journalist and content writer who writes regularly about finance, insurance, HR, health care, and education. Her work has appeared in Entrepreneur, Forbes, Fortune, CNBC, and many other outlets. She is a frequent contributor to SHRM.