You can probably guess that with an event name like HR Tech, there will always be a lot of discussion about AI. Although this wasn’t a new topic for the 2026 event, the conversation about who, how, and why HR is using AI has changed.
HR is uniquely built on connections, so it only seems natural that many people who work in HR would be resistant to automation and AI. Here is something interesting you may not know, though: according to SHRM, by 2025, 73% of HR professionals at the director or higher level were using AI in their work.
But adopting technology for the sake of technology isn’t reason enough to jump on the trend. It needs to be meaningful for the job, solve real challenges, and create better outcomes. The annual HR Tech conference has been a great sounding board for AI in HR. Let’s look at what has changed over the past few years.
Last year was about AI and automation becoming useful tools for HR. From 2019 to 2024, there was a global rise and hype around using AI, but let’s be honest, it was challenging to understand practical use in business at first.
In 2025, speakers discussed the transition from using AI as an assistant to specialized AI agents that complete tasks faster. Additionally, emphasis was placed on implementing specialized, automation-powered HR software to help speed up hiring without cutting corners. In short, 2025 was all about putting automation into practice through new, specialized tools.
Based on what we saw this year, AI and automation in HR don’t seem to be going away, but 2026 saw a notable shift from small-scale experimentation to enterprise-scale transformation.
HR leaders have now expanded the conversation beyond how to use individual AI tools and agents to how AI is changing the workforce, roles, and operating models.
Throughout the event, we heard a lot about integrating AI into day-to-day HR operations, its impact on other areas of the business, and changes to HR responsibilities. It’s no longer a matter of rethinking how we work. It’s a matter of rethinking how it changes roles and responsibilities. Restructuring how we work also means rethinking workforce models that companies have been slow to move beyond, as AI has claimed its value in business. But not to worry – AI isn’t taking HR jobs. Instead, it’s helping professionals find more space to focus on high-level, impactful work.
In years past, we discussed a jaded view of the over-glorified “AI everything” and celebrated how an industry built directly on connections remained true to its purpose: people connecting with people. But now, AI has started to fit into the picture in a way that makes sense. This year takes that momentum and asks a bigger question: “What happens when organizations actually build HR operations around this?”
However, additional concerns and considerations arose about how AI affects culture and the workforce.
Even with the help of AI and automation, retaining top candidates and employees still requires significant effort. HR teams continue to face rising candidate expectations, and this isn’t going away.
Last year, we talked about the rise of brand differentiation through candidate experience. The early-adopter HR teams leaned into this immediately by placing renewed focus on what the candidate experience communicates to candidates and employees about the employer. These employers continue to evolve branded candidate experiences that drive meaningful employee loyalty. But we noticed something else, too: a great candidate experience is no longer a “nice to have” for establishing your company as a solid employer; it’s now part of candidate expectations.
This year, we saw an emphasis on how employees' mindsets are affected by their employer's use of AI. AI is now more embedded in company culture and in the systems they use, making it increasingly important for companies to understand how vendors and partners use employee data. Company culture and employee retention aren’t just about a happy workplace and onboarding experience anymore. It’s also about protecting their data.
The shift from using AI on an individual level to a larger scale for greater organizational impact not only touches on productivity but also clearly carries over to culture. The focus has moved upstream toward organizational transformation and leadership. As companies adapt to these changes in unison, HR plays a bigger role in shaping how people, culture, and organizations move forward together. AI and automation are shifting from a helpful tool to a tool for human connection.
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