A featured contribution from Leadership Perspectives, a curated forum for enterprise technology leaders, nominated by our subscribers and vetted by the CIOApplications Editorial Board.
Mccormack Baron Companies
The Essential Function of HR in a Digital Age
Advancing with AI Without Losing the Human Core
One of the most pressing challenges in the HR landscape today—particularly in industries like real estate and community development—is the rapid pace of technological advancement and how leaders respond to it. Technology continues to improve—becoming faster, smarter, and more powerful—offering incredible tools to enhance efficiency and productivity. However, the challenge lies in knowing which levers to pull and when.
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In HR, where people, culture and engagement are the core focus, the human element cannot be overlooked or automated
Everyone is on the AI bandwagon right now, and while I genuinely appreciate the capabilities AI brings to the table, I believe it must be approached with caution and clarity. Guardrails must be in place—clear parameters around its use and a firm understanding of its outputs. We must be able to distinguish between verified, accurate data and information that’s simply scraped or generated without context.
AI should be viewed as a tool to enhance and elevate human performance—not to replace it. In HR, where people, culture, and engagement are central, the human element cannot be overlooked or automated. Our job as leaders is to integrate innovative thinking while prioritizing human expertise in an ever-evolving business environment. Balancing that dual responsibility is where the real work lies today.
AI has the potential to significantly enhance how HR functions—but not by executing every task outright. While some organizations lean heavily on AI tools for functions like recruitment, we’ve already seen cautionary tales, such as the legal challenges surrounding Workday’s AI-powered hiring systems. These examples underscore the importance of maintaining a human presence in these processes.
Rather than thinking about AI and human input in terms of percentages or a rigid balance, we should focus on thoughtful integration. When used strategically, AI can streamline workflows, provide data-driven insights, and improve the overall employee experience—from recruitment to engagement to performance management. However, that value is only realized when HR professionals are equipped to leverage AI in ways that align with human intuition, empathy, and decision-making.
The future of HR isn’t about choosing between AI and people—it’s about creating a rhythm where both work in sync. The more intentional we are about this integration, the more empowered and efficient our workplaces will become.
Reimagining the Employee Experience Through System Simplicity
One initiative I’m particularly proud of is the strengthened partnership we’ve built with our IT department to improve system usability and streamline internal processes. While I can’t share specifics, the core focus has been on enhancing the end-user experience.
Often in HR, we become so familiar with our systems that we don’t realize how many unnecessary steps we’re asking others to take. For instance, we might consider four or five clicks to access data acceptable because we’re used to it—but for someone who doesn’t interact with those systems daily, that can be frustrating and inefficient.
We’ve been working closely with IT to evaluate the number of touchpoints and clicks required to complete routine tasks and reduce them wherever possible. We’re shifting toward more intuitive, self-service options rather than relying heavily on a “concierge” model, where employees must reach out to one person who then contacts another. While that approach can be helpful at times, it often slows things down.
Employees who can get what they need in fewer steps are more empowered and productive. This ongoing project is helping us create a more seamless, efficient, and user-friendly HR experience across the organization.
Championing Human Intelligence in a Tech-Driven World
HR will be increasingly critical in guiding businesses to understand and value human potential—especially as remote and hybrid models continue to evolve. While many rote, repetitive tasks can and should be automated, the intellectual contributions of people will continue to set organizations apart. There’s a depth of thinking, innovation, and intuition that only humans can bring— even when interacting with advanced technologies like AI.
As HR professionals, we must ensure that leaders recognize and invest in this human talent. Products may differentiate companies temporarily, but sustainable success comes from the minds behind those products. That’s where HR’s true strategic value lies—in nurturing the intellect that drives innovation.
Lead with Business Acumen First
Aspiring HR leaders must learn their business. HR knowledge and theory are essential, but it’s equally important to understand how your organization makes money. Know the revenue streams, the operations, and—most importantly—how people across the company contribute to financial outcomes. That understanding will help you become a strategic partner, not just a policy enforcer.
Too often, HR has been viewed as the department of rules and procedures—or the internal “police.” That approach is outdated and ineffective. Today, the most impactful HR professionals think like business leaders. Once you understand how the business runs, you can better align your talent strategies to support growth, drive performance, and create a culture where people are genuinely engaged.
