Where does AI sit in our HR Toolkit?

Industry experts discuss integrating AI into HR practices, emphasizing its potential to enhance productivity and service quality while maintaining ethical and human-centered decision-making, addressing concerns of bias, and advocating responsible collaboration with AI vendors for transparency and data privacy

Artificial Intelligence (AI) has made its way into various sectors, and human resources (HR) is no exception. In this webinar, industry experts came together to discuss the exciting prospects and potential challenges associated with integrating AI into HR practices. The panel discussion revealed various insights into how AI can revolutionize HR while stressing the significance of maintaining an ethical and responsible approach. 

The panelists passionately advocated reimagining AI-driven tools like chatbots, digital assistants and generative AI. Rather than fearing job displacement, Northwell Health’s Matthew D. Kurth proposed viewing these technologies as productivity-enhancing tools for HR service centers. AI can elevate the quality of service provided to employees, boosting productivity and creating a more positive experience. The goal is to enhance HR services, not replace human interaction. 

While AI can streamline recruitment processes, the panel acknowledged its limitations and the necessity of maintaining human decision-making in the process. Recent regulations in New York, like the NYC 144 law, emphasized the importance of ensuring that AI serves as a supportive aid, rather than solely influencing hiring decisions. Striking the right balance between AI's efficiency and human judgment remains critical, Fannie Mae’s Tasha East said.  

As AI becomes more involved in talent selection processes, the panel urged HR professionals to be vigilant against biases. Human influence and ethical considerations must remain at the forefront to prevent any discriminatory outcomes. While AI offers valuable insights, it is the responsibility of HR to ensure a fair and inclusive talent selection process. 

One of the most exciting prospects discussed was the untapped potential of AI in scheduling and workforce management. The panelists envisioned a future where AI empowers HR to make data-driven decisions, advancing workforce planning to new heights. As Kurth put it, "There's a lot of untapped potential there that we can take AI and [leverage] the power of predictive modeling." 

 AI also promises to impact talent development and learning. Thomson Reuters’ Dalia Kendik highlighted how AI can help employees create personalized development plans that align with their ambitions and current roles. By suggesting relevant learning opportunities, AI can be a catalyst for individual and organizational growth. 

With the growing presence of AI solutions in the market, the panel stressed the importance of responsible collaboration with AI vendors, with East imploring users to demand transparency from vendors before implementing certain tools. Transparency is key, as organizations need to understand how vendors handle data privacy and ensure ethical practices.  

By embracing AI as a tool to enhance productivity, adhering to regulations, and demanding transparency from vendors, HR can lead the way in leveraging AI responsibly. The human element must remain at the core of decision-making, ensuring that AI complements and amplifies employees’ abilities rather than replacing them. 

To gain more insights into this transformative technology, access the complete webinar here.  


Experts that contributed:  

  • Tasha East, Head of Workforce Analytics, Culture Programs & HR Technology, Fannie Mae 
  • Matthew D. Kurth, Deptuty Chief People Officer, Northwell Health  
  • Dalia Kendik, Head of Digital HR, Thomson Reuters 
  • Moderator: Coby Milne, Partner & Director of Operations, Roman 3 


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