HR leaders are under increasing pressure to do more with fewer resources, and do it faster. The good news? A new generation of human resources (HR) technology is transforming strategy into action, enabling organisations to be more agile without losing focus on people.

As Vinod Khosla, co-founder of Sun Microsystems, warned, “the basic engines of job creation will change with technology that not only augments human capabilities, but can also completely replace them.”

Rather than viewing technology as a threat, forward-thinking organisations are leveraging it to automate routine work.

One of the most obvious benefits is the simplification of repetitive and time-consuming administrative tasks.

At Communicorp UK, Human Resources Director Grace Orr implemented an AI-powered payroll system that reduced payroll processing time from two days to just one hour. “It's a facilitator,” she explains. “It gives you the consistency, structure, and extra time you need to focus on more creative and fulfilling tasks."

By automating routine work, Orr's team can now focus more on initiatives that require emotional intelligence and strategic thinking, areas where human input still outperforms machines.

Similarly, organisations such as Hitachi and Texans Credit Union are using robotic process automation (RPA) to streamline the onboarding of new employees. These tools eliminate repetitive data entry and system logins, freeing HR teams to create a more engaging and personalised welcome experience.

Platforms such as BambooHR and Workday support this type of scalable and efficient onboarding for companies ranging from startups to global enterprises.

Professional development is also being reinvented with the help of AI. As traditional career ladders give way to dynamic, non-linear growth paths, companies are turning to machine learning to guide employees along individualised trajectories.

Salesforce, for example, has integrated tools such as Career Connect and Career Agent into Slack. These platforms offer real-time personalised recommendations on internal job opportunities, learning programs, and mentoring.

At the same time, platforms such as 360Learning and Sana Labs tailor development programs to individual learning styles and goals. This personalised approach encourages employees to take greater responsibility for their growth, increasing engagement and satisfaction.

AI to bridge the skill gap

Companies such as Johnson & Johnson (J&J) and DHL are using AI to address the skills gap.

J&J's MySkills platform assesses current skills, identifies gaps, and recommends personalised learning experiences. This allows both employees and managers to jointly create development plans that align with personal goals and business needs.

DHL has taken a similar approach and launched a job marketplace that connects employees with internal opportunities and relevant training. By promoting internal mobility and reducing reliance on external hiring, DHL saves costs and ensures a better cultural fit for open positions.

To support these efforts, platforms such as Visier and Keka convert complex workforce data into clear, actionable insights. These tools provide decision-makers with analytics to optimise talent strategy, improve retention, and ensure skills alignment with long-term goals.

Recruiting, reimagined

Traditional hiring methods are not only time-consuming, but often unintentionally biased. Workday's acquisition of HiredScore highlights a growing trend toward using AI to promote fairer hiring. These platforms help detect potential biases and improve decision-making with data-driven insights.

Other solutions, such as Fetcher and Qureos Iris, are making hiring more efficient by automating the search and selection of candidates. Fetcher can save recruiters up to 17 hours per position and integrates seamlessly with applicant tracking systems (ATS), CRM platforms, and communication tools such as Slack.

Qureos Iris, widely used in the MENA region, claims it can present an average of 47 qualified candidates in just 26 seconds. For small and medium-sized businesses, AI platforms such as Employment Hero are making strategic hiring accessible and cost-effective.

Performance management: from annual reviews to real-time feedback

Continuous performance management platforms such as Lattice, Workleap, and PerformYard offer real-time feedback loops, flexible review cycles, and integrated goal tracking.

Lattice, for example, helps align individual goals with organisational objectives through continuous feedback, transparent performance metrics, and customisable reviews. Workleap supports 360-degree feedback and regular check-ins, fostering a culture of open communication. PerformYard enhances this with features that allow managers and employees to collaboratively monitor progress throughout the year.

In addition, platforms such as Rippling and Paylocity are optimising compliance through automated document management and real-time regulatory updates. Absence management tools, such as absence.io and Workday Workforce Management, are also helping HR teams maintain compliance in an increasingly flexible and remote work environment.

Improving the employee experience

Today's HR technology goes beyond efficiency: it plays a critical role in shaping the employee experience. Platforms such as Culture Amp, Qualtrics XM, and Achievers enable real-time surveys, engagement tracking, and continuous feedback loops. These tools provide HR leaders with actionable insights to improve satisfaction, morale, and well-being in the workplace.

Business Insider recently reported that Salesforce's internal mobility tools had a 74% user engagement rate during a three-month pilot. Nearly 40% of participants enrolled in recommended courses, and the company filled 50% of its positions internally in the first quarter of 2025.

Adoption trends and the way forward

According to OpinionWay's second HR Barometer for Kelio, AI adoption among HR professionals has tripled in just one year. By 2025, 28% of HR managers say they use AI on a daily basis, up from 9% in 2024. Although skepticism persists (60% remain reluctant), adoption is gaining momentum, especially among medium-sized companies, where 34% of HR managers now use AI tools.

However, challenges remain. More than 70% of organisations are still defining their AI strategies. Ethical concerns, trust in AI systems, and uneven technological maturity continue to pose obstacles. But the outlook is optimistic: 66% of leaders expect AI to create new jobs and skill sets, and 50% already say they are seeing a tangible return on their investments.

The future of HR lies in finding the right balance between automation and human connection. AI can handle tasks such as scheduling, screening, and data analysis, but it cannot replace empathy, judgment, and relationship building, which are essential to effective HR.

HR professionals increasingly see AI as an ally that expands their capabilities and allows them to focus on what really matters: people.