When the European Association for People Management (EAPM) first initiated International HR Day, celebrated every year on May 20th, the aim was not only to honour the contributions of HR professionals but also to recognise them as strategic thinkers and decision-makers, while highlighting their evolving practices. These topics resonate with HR leaders across industries now more than ever, driven by the widespread adoption of new technologies, Artificial Intelligence & work, evolving ways of working, and a multigenerational talent mix. 

Today, HR stands at the forefront of transforming organizations, people, and work practices—with advancements in AI and automation taking center stage. 

But ever since AI entered the workplace, there's been a growing sense that the ‘human’ touch is being lost. Now, with AI taking over routine tasks, there’s an opportunity to rebuild genuine human connections.

That’s why, for 2025, the EAPM decided a theme that resonates with all: 'Humanify AI: Leading Change Together.' It highlights the need to integrate artificial intelligence with human-centered leadership in the workplace. 

This International HR Day, we turned to key HR leaders across the Middle East to understand how they’re preserving the ‘human’ touch while adapting to tech disruption and evolving workplace norms.

The pioneers of people-first workplaces: Before AI took the spotlight 

These are the HR leaders who were shaping the future of work long before AI became the ‘next big thing.’ They transformed workplaces well before tech disruptions and AI-driven analytics became central to people-focused decision-making.

They’ve learned, led, and gone deeper into the human experience than any algorithm could be trained to. Their remarkable journeys and evolution deserve to be celebrated.

Maan Fatani – MEPCO’s Executive VP of HR & Shared Services shared, “It’s all about the ability of creating meaningful connections! Of course, there’s no blueprint for achieving success because everyone’s path is different.

Also, the definition of success is different for each individual — money, health, education, fame, luxury, relationships, etc., you name it. However, it doesn’t matter what picture of success you have in your mind because its answer is the same — preparation! 

It’s like an investment in yourself because you can make money with your passions. Some successful people made their hobbies into full-time jobs later on. People from Michael Bloomberg to Beethoven were known for their passions. Leisure is necessary. But passions are non-negotiable.

You have to find and do what makes you happy to have an extra career option in life!”

"On International HR Day, we celebrate the people behind every transformation. As HR leaders, we are no longer just enablers—we are catalysts for change and continuous improvement. The future belongs to HR functions that blend empathy with agility, embrace technology to humanize the workplace, and foster cultures where people thrive through constant learning, feedback, and growth." shared Hilal Al Jadidi, Chief People & Change Officer, Omran Group, Sultanate  of  Oman. 

“My HR journey has been characterized by ensuring that HR practices are not only responsive but also proactive, leveraging emerging technologies, and integrating sustainability principles into workforce planning to achieve a lasting impact,” Shared Abhishek David is a doctoral research student at the Indian School of Business and HR transformation leader, bringing a unique blend of academic and real-world insights to the evolving world of work. 

"In a world increasingly defined by volatility, digital acceleration, and demographic shifts, the modern HR leader is no longer just a custodian of talent but a strategic architect of organizational performance, culture, and innovation," shared Santosh Kher, a UAE-based Managing Director & People Advisor for various organizations. 

Underlining the evolving role of HR leaders in the new workplace—particularly in managing glocalization, i.e., balancing global trends with local realities—Santosh added: "As we enter the next chapter of work, the role of HR becomes even more nuanced. Global talent megatrends—such as digital skills, flexible work, and sustainability—must be balanced with localized responses that reflect cultural nuances, economic conditions, and regulatory frameworks.

To succeed, HR must act as both a cultural translator and a global integrator—ensuring that an organisation’s values and talent strategies resonate across markets without diluting core principles.

HR’s new superpowers: AI, People Analytics & Data-Driven Impact

An exciting yet challenging frontier in the region is the intersection of AI and HR, AI and people, and everything in between. All innovation aimed at workforce transformation, unlocking new possibilities for smarter hiring, deeper engagement, and AI analytics for data-driven decisions.

However, challenges remain. No HR leader today escapes tough questions on key panels—whether about tech disruption, data safeguarding, or the fear that AI might replace people. They must navigate these shifts while also addressing skill gaps, talent shortages, and the growing demand for AI and tech-savvy professionals.

“In the coming years, AI won't replace HR professionals; instead, it will empower them to focus on strategic initiatives by automating routine tasks, enhancing decision-making, and personalizing employee experiences,” shared Dr. Mostafa Ahmed Ghanima, Group HR Transformation Leader at Saudi German Health, and a key executive leadership coach. 

Santosh underlined: "At the heart of this evolution lies a new toolkit—the superpowers of modern HR.

#1 Human-AI Collaboration:

AI is not replacing HR—it is augmenting its capacity to serve people better. From conversational AI supporting onboarding to intelligent algorithms identifying skills gaps, the real value lies in integrating AI with the human touch. When applied ethically, AI enables HR to move from reactive to predictive, improving speed, precision, and personalization in decision-making—without losing the core human connection.

#2 People Analytics as the New Compass:

As a professional with a strong foundation in data and analytics, I recognise that the ability to transform data into actionable insight is what separates progressive HR functions from the rest. Today’s HR teams have access to powerful datasets that reveal patterns in workforce behaviour, engagement, productivity, and risk. Leading organizations are leveraging people analytics not only to inform hiring and attrition strategies, but also to model future talent needs, map leadership potential, and personalize development pathways."

#3 Evidence-Based HR Decisions:

Gut instinct is giving way to data-led governance. Whether it’s redesigning performance frameworks, rebalancing hybrid workforce models, or evolving DEI metrics—modern HR relies on structured data to challenge assumptions, test hypotheses, and justify investments. The boardroom expects rigor, and data is a strategic ally."

Maan underlines: “AI is transforming HR, creating new opportunities while posing significant challenges. For organizations, the key to leveraging AI lies in balancing its power with the necessary guardrails for trustworthy execution. AI combined with strategic insight can unlock new business opportunities and enhance HR’s contribution to an organization’s competitive advantage.

As AI continues to reshape the HR landscape, organizations must prioritise governance, continuous learning, and adaptability. By doing so, they can navigate the complexities of AI adoption and harness its potential to drive growth and innovation.”

Shaping the future: HR’s role in leading the change 

Modern workplaces need adaptive HR—striking a balance between global trends and local strategies to build future-ready talent and culture. Here’s how the Middle Eastern HR community is rising to the challenge and leading the way.

“The HR landscape in Saudi Arabia presents unique challenges, from attracting top talent to navigating complex labour laws and promoting inclusivity. By understanding and addressing these issues, businesses can pave the way for growth and success in this dynamic and diverse market. In conclusion, embracing these challenges is an opportunity for companies to excel in Saudi Arabia’s ever-evolving business environment,” highlighted Maan. 

Abhishek underscored: “In today's rapidly evolving landscape, HR is reshaping organizations by leveraging technology, AI, people analytics, and data-driven strategies, while also driving sustainability initiatives to align with stakeholders’ well-being goals.

Amid the VUCA and BANI world of work, HR must balance global trends with localized strategies, guide organizational transformations, and ensure workforce readiness, all while navigating geopolitical shifts and fostering sustainable growth.”

Santosh also outlined a strategic roadmap for HR leaders ahead: "The future belongs to HR functions that can connect technology with empathy, data with judgment, and global ambition with local authenticity. As business models evolve and talent becomes more boundaryless, HR is uniquely positioned to lead transformation—not as a support function, but as a strategic enabler of growth, resilience, and purpose.

In embracing these superpowers, HR leaders must continue to lead with clarity, courage, and compassion—because the true transformation of organizations begins with people.

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As HR leaders drive change, they are also thoughtfully exploring how to ethically balance this transformative shift within their organizations. All of them echoed that human-centered technology and HR go hand in hand—highlighting that while new tools and innovations are transforming how we work, HR professionals remain at the core.

HR leaders not only manage these technologies responsibly but also ensure that employee needs, well-being, and experience remain central to the workplace. The rapid economic growth and innovation across industries is a testament of HR leaders’ efforts to balance people, technology, and strategic goals, shaping a better future of work.