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In every era of work, HR has adapted to reflect the times. Today, as artificial intelligence reshapes how organizations operate, HR stands on the edge of one of its biggest transformations yet. Technology now has the potential to make processes faster and decisions smarter, but it also challenges us to keep people at the heart of every change.
Few understand this balance better than Naimal Rao, an HR professional deeply focused on integrating AI into people functions in ways that are ethical, fair, and human-centered. In this conversation, Naimal shares her thoughts on what AI-human collaboration really means for the future of HR.
1. You talk about AI-human hybrid systems. What does that mean for the future of HR?
AI-human hybrid systems mean creating a collaborative model where AI supports HR professionals rather than replacing them. AI can process vast amounts of data, detect patterns, and streamline processes like recruitment, performance management, or learning and development. Meanwhile, HR professionals bring emotional intelligence, cultural understanding, and ethical judgment.
Together, this partnership transforms HR from being mostly administrative to being more strategic, allowing HR to truly focus on employee experience and organizational growth.
2. Which area of HR will benefit the most from AI in the near future?
Recruitment and talent acquisition will see the most immediate benefits. AI can screen applications, reduce unconscious bias, and predict candidate success based on skills and potential. This speeds up hiring while ensuring fairness and inclusivity.
Beyond recruitment, learning and development will also benefit, as AI-driven systems can personalize employee training paths, making career progression more engaging and aligned with both individual goals and business needs.
3. How can companies keep the human touch while adopting more AI-driven platforms?
The human touch should never be lost; it should be enhanced. Companies can achieve this by using AI for background tasks while HR leaders focus on meaningful employee interactions.
For instance, AI might handle data analysis in performance reviews, but the conversations around growth, recognition, and motivation should remain human-led. Clear communication, transparency, and employee involvement in the adoption of AI tools are also key to ensuring trust and empathy remain at the heart of HR.
4. What’s one real-life example where you’ve seen AI-human collaboration improve HR?
One example is the use of AI-powered chatbots for initial employee queries. Instead of waiting for HR teams to respond to routine questions, like leave policies or benefits, employees get instant, accurate responses from AI systems.
Meanwhile, HR professionals save time and can focus on more complex issues like conflict resolution, employee well-being, or culture-building. This balance creates efficiency without sacrificing human care.
5. If you had to give HR leaders one piece of advice about preparing for the AI-driven future, what would it be?
My advice would be: embrace AI as a partner, not a replacement. HR leaders should focus on upskilling themselves and their teams to work alongside AI, ensuring that they can interpret insights, apply them ethically, and maintain the human essence of HR.
The future isn’t about choosing between humans and AI; it’s about designing systems where both coexist to create workplaces that are smarter, fairer, and more human-centric than ever before.
Closing thoughts
As Naimal reminds us, the rise of AI in HR isn’t a story about technology taking over; it’s about redefining what it means to be human at work. The tools may be digital, but the purpose remains profoundly personal: to create workplaces where efficiency meets empathy, and where innovation serves people, not the other way around.
At MELP, we believe this is the real promise of AI in HR: a future where human connection doesn’t disappear, but evolves.
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