Human resources professionals are now dedicating substantial portions of their workday to managing artificial intelligence technologies. These tools assist HR teams with internal communications, employee engagement initiatives, recruitment processes, and workforce development.
As 2026 approaches, numerous organizations intend to expand their AI implementations. To gauge current practices, HR Brew surveyed their audience in November 2025, seeking insights into actual artificial intelligence adoption among human resources practitioners.
Approximately three quarters (74%) of surveyed HR professionals have experienced at least some influence from AI on their responsibilities. This usage refers specifically to tools applied to HR functions rather than enterprise-wide systems.
Survey participants reported that artificial intelligence platforms have enabled them to allocate more attention toward strategic initiatives, reduce administrative burdens, and enhance their analytical capabilities and decision quality.
Respondents also indicated that AI has optimized standard procedures, though it has simultaneously generated fresh concerns regarding fairness, regulatory adherence, and organizational transparency, while adding oversight responsibilities to HR workloads.
Another 14% of participants indicated experiencing no AI effects on their HR responsibilities, and 12% reported not incorporating AI into their work at all.
Regarding enhanced results from AI adoption, one survey participant explained: “Stronger consistent communication from all HR staff, increased time to complete overhauls of job roles, performance management, etc. Also great for providing first drafts to new initiatives.” This feedback aligned with comments from others who emphasized AI’s capabilities in communications and content refinement. Additional respondents highlighted how analytical tools can strengthen strategic workforce recommendations to leadership.
According to HR Brew readers, the areas most affected by artificial intelligence include employee engagement and communications (25%), talent acquisition (22%), and learning and development (20%).
Survey participants noted that by handling routine administrative work, AI allows HR practitioners to “focus more on the human aspects of HR: employee relations, culture, strategic planning,” as one reader described it.
Survey respondents expressed mixed views about their ability to explain workplace AI usage, with 53% describing themselves as “very confident” or “somewhat confident” in the survey. The remaining 46% reported feeling “not very confident” or “not confident at all.”
Nearly two thirds of surveyed HR professionals have received minimal or zero formal artificial intelligence training, meaning most have developed their expertise independently through self-directed learning.
The gap in formal AI training highlights a real challenge for HR professionals who want to use these tools effectively. With proper training, HR teams can better understand what AI can and cannot do, avoid common pitfalls, and make smarter decisions about when to use the technology. Well-trained HR professionals can better guide their organizations in establishing ethical AI policies and communicate effectively with employees who may have concerns about how artificial intelligence affects their roles or how to properly utilize it.
By Heather Nezich, courtesy of SBAM-approved partner, ASE. Source: HR Brew
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