Six AI Shifts Reshaping HR in 2026: What Questions Should HR Leaders Be Asking?

1. Is HR leading AI transformation, or reacting to it?

HR is the orchestrator of AI-driven skills transformation across the organization. That means designing best practices for human–AI collaboration, leading skills initiatives, and building more agile workforces, while also upskilling HR itself in skills that set a strong foundation for future success.

Foundational behaviors such as adapting to change, demonstrating empathy, and focusing on self‑development remain essential, but future‑focused capabilities like analyzing information and embracing new ideas are what allow HR to challenge assumptions and shape AI strategy instead of chasing it.

2. Are we earning trust through transparency?

Curiosity about AI is high, but trust is fragile: in the US, around 26% of employees do not trust their employer to use AI responsibly. When people feel uncertain about how AI is used in hiring, performance, or internal mobility, engagement drops and performance slows, even when the underlying technology is sound.

Transparency about what AI is doing, why it is used, and how it affects individuals is a core driver of employee confidence. If employees don’t trust the system, they won’t embrace it.

3. Do we know who in our workforce is truly AI‑ready?

In every wave of technological change, tools are only as powerful as the people using them and AI is no exception. SHL’s analysis of nearly one million individuals suggests that only one in three workers currently have the skills required to thrive in AI‑enabled roles, meaning two thirds of the workforce are not yet ready.

SHL’s research shows AI readiness depends on four key behavioral factors: AI literacy, analytical ability, continuous learning, and a willingness to promote and champion AI. By assessing these skills, HR can identify who is ready to step into reshaped roles, where to focus development, and how to avoid expensive false starts.

4. Are we preserving the human touch in AI‑assisted hiring?

AI is transforming hiring by streamlining sourcing, screening, and interviewing, providing an opportunity for recruiting teams to do more with less. But there is a real risk of over‑automating moments that matter, so where and when should AI be used?

The hiring experience must still reflect the culture an organization wants to project. For some brands, a highly automated, AI‑first process feels aligned; for others, it undermines a people‑centric promise and damages reputation in a tight talent market, especially if candidates feel unseen or excluded. Whatever the method, human touches throughout make processes feel thoughtful, personal and valuable.

5. Are we ready to move people, not just replace them?

AI is disrupting roles, but it is also creating new ones: by 2030, the World Economic Forum estimates 92 million jobs may be displaced while 170 million new roles will be created. That shift makes internal mobility and redeployment central to workforce strategy, turning skills data into a critical asset for minimizing displacement and unlocking hidden potential.

Many organizations already hold rich data on employees’ skills, experiences, and aspirations; the real opportunity is using it to guide people toward adjacent roles and new career paths as work evolves. Treating redeployment as a strategic lever, rather than a last‑resort, helps organizations protect engagement, retain critical talent, and respond to AI‑driven change with agility.

6. Can we confidently explain and defend our AI?

As AI becomes embedded in assessment, hiring, and workforce decisions, vendors and HR teams alike are under growing scrutiny to avoid compliance violations. If HR cannot clearly describe how a model works and why it produced a particular outcome, it will struggle to defend that system to candidates, regulators, or internal stakeholders. Those organizations operating with confidence select and evaluate vendors based on fairness and accountability, not just features and speed.

Explore more:

AI & The Future of HR: 6 Shifts to Navigate in 2026. 

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