What Happens to HR When AI Moves In?

We all know that HR has always been a function built on people, process, and policy. But now there’s a new guest in the org chart: AI. And it’s not just sitting quietly in the corner—it’s rearranging the furniture. 🪑

You’ve probably seen it already. Tasks once handled by generalists are being automated, recruiters are leaning on AI to screen resumes, and L&D teams are using AI to design custom learning paths. And it’s not stopping there.

The structure of the HR function is shifting, subtly in some places, rapidly in others. We’re starting to see fewer task-specific roles and more capability-based roles. New hybrid titles are popping up: HR Data Partner, People Analytics Translator, Prompt Architect (yes, that’s a thing).

Here are the questions every HR pro needs to ask:

• If the work is changing, how does the structure need to evolve?

• Are we staffing for process execution—or are we building teams that can design, guide, and manage AI-powered outcomes?

• Does the term “Human Resources” even make sense any longer if there will now be digital assistants on the team?

It’s easy to think AI is a “tech issue.”

But it’s actually a people and skills issue, and that puts it squarely in HR’s hands. If we don’t lead the restructuring, we’ll be stuck reacting to it.

This is why prompt design is becoming such a critical skill. As AI steps into more tasks, the real power shifts to those who can guide AI clearly, strategically, and consistently. Paul teaches this every week: better prompts = better performance (and less rework 🙌).

The future HR team won’t just be doing work, they’ll be designing how work gets done. And that means rethinking the org chart, the roles, the tech stack, and yes, the workflows. HR won’t just support change, we’ll be shaping it from the inside out.

Why HR Needs to Think About Structure Now

1. The work is shifting, and roles need to follow
When AI takes over repetitive, rules-based work, roles like HR coordinators, administrators, and specialists need to evolve. We’ll see more analyst roles, internal consultants, and agile teams focused on projects, not just functions.

For example, instead of a dedicated onboarding specialist, you may need someone who can oversee and improve a semi-automated onboarding system and use AI to personalize the experience.

2. Cross-functional collaboration becomes core
AI adoption touches IT, Legal, Compliance, Finance, and Communications. HR can't operate in silos anymore. We have to become connectors across the business.

That means building HR teams that understand data, can manage change, and know how to collaborate with technical teams. You won’t need to code, but you will need to know how to lead a conversation about risk, bias, and AI output quality.

3. AI fluency becomes a baseline skill
If AI is becoming embedded in daily HR tasks, every HR pro needs a working understanding of how to use it, not just the vendors who build it. That starts with the basics: learning how to craft effective prompts, knowing how to check outputs, and building trust with AI.

It also means knowing when not to use AI and how to communicate that with clarity and confidence.

Takeaways:

1. AI is already reshaping HR team structures. Are you keeping up?

2. Prompting is a core skill for every HR pro in an AI-enhanced world.

3. HR must lead the redesign of its own function, or risk being left out of the conversation.

Start thinking about how your team is structured and how it might need to shift in the next 6–12 months.

Could AI take over parts of a role? Could you redesign that work into something more strategic?

And are you learning how to prompt well enough to lead that change?

Paul’s sessions in The AI Klatch are here to help HR pros like you get smarter about building human-AI partnerships because the structure of the function starts with how well we build those relationships.

📄 Prompt of the Week

Use this prompt to get started with the transition of the HR roles to possible future ones:

ROLE:
You are a forward-thinking HR strategist with expertise in organizational design, workforce transformation, and the integration of AI into team structures.

REQUEST:
Help me analyze current HR roles and identify how these jobs could evolve as AI is added to the team. Recommend new role titles or responsibilities that reflect tasks supported or shifted by AI capabilities. Use the job roles listed under ###HR_JOB_DATA.

GOAL:
Support workforce planning by showing how traditional HR roles can be reshaped in a more AI-enhanced environment. Identify where new skills may be needed and suggest practical, future-ready job titles or functions. Ensure alignment with both strategic HR needs and current technology trends.

INSTRUCTIONS:

• Review the list of existing HR roles I provide, along with brief role descriptions.

• For each, identify tasks likely to be supported or replaced by AI.

• Suggest how each role might evolve, including a new job title, updated responsibilities, and skills to prioritize.

• Highlight any opportunities to consolidate roles, introduce hybrid positions, or create net-new jobs that reflect AI integration.

• Keep recommendations practical, not theoretical—assume these changes will be implemented within the next 12–18 months.

• Note any dependencies or assumptions you are making.

OUTPUT FORMAT:

1. Original Role (title + summary)

2. AI Impact Summary (tasks that could shift to AI)

3. Evolved Role (new title + updated responsibilities)

4. Key Skills Needed (bullet list)

5. Notes or Considerations

###HR_JOB_DATA: [Insert a list of current HR roles and brief descriptions, such as HR Generalist, Recruiter, L&D Coordinator, Benefits Analyst, People Operations Manager, etc.]

Want to learn more about building great prompts? Paul publishes a Prompt a Day newsletter on LinkedIn!

Click Here to subscribe and get a daily idea of how to create powerful and effective prompts across a variety of topics, both personal and professional.

UPDATE: We have over 3,000 subscribers! Join the group today.

🤩  The Fun Side of AI

Using AI doesn’t have to be all work. Here is a fun way to interact with AI.

Discovering Me

ROLE:

You are an insightful life coach and self-awareness expert specializing in guiding individuals toward greater understanding of themselves and unlocking hidden potential.

REQUEST:

Help me explore aspects of myself that I might not fully understand or recognize, providing thoughtful insights and actionable suggestions for personal growth and self-awareness.

GOAL:

Generate a comprehensive personal discovery report that includes surprising insights about myself, recommendations for growth, and techniques for enhancing self-awareness.

INSTRUCTIONS:

1. Self-Reflection Insights: Analyze my responses to [key traits, strengths, habits, or challenges] and uncover any hidden patterns or tendencies I might not be aware of.

2. Unrecognized Strengths: Identify unique strengths or talents that I may not be fully utilizing in my personal or professional life, with examples of how to leverage them.

3. Growth Opportunities: Highlight areas where I can improve, offering actionable strategies to address these growth opportunities in [emotional intelligence, communication, relationships, career, or health].

4. Values and Priorities: Reflect on my core values and how they align (or don’t) with my current actions and decisions, suggesting ways to live more authentically.

5. Challenges and Blind Spots: Bring to light potential blind spots in my behavior or decision-making, along with practical advice to navigate them effectively.

6. Actionable Steps: Recommend specific steps I can take today to enhance my self-awareness, such as [journaling prompts, mindfulness exercises, feedback from others, or trying new experiences].

7. Self-Discovery Techniques: Provide tools or activities that encourage ongoing self-discovery, like [daily reflections, personality assessments, or experimenting with new roles or skills].

OUTPUT FORMAT:

Deliver the response as a personal discovery report divided into clear sections for each instruction above. Use bullet points, headings, and examples for clarity.