AI puts HR in the spotlight as companies merge tech tools with people skills (Courtesy of the Jacksonville Business Journal) — Best practices for human-resources departments are quickly evolving, and 2026 could shake things up even more.
Chief among the potential drivers of change? Artificial-intelligence tools.
That was one of the takeaways from ADP’s recently released 2026 HR Trends Guide, which highlights how organizations are preparing for an AI-driven workplace.
Companies are pushing to better align their people with their organizations’ overall strategic objectives, the report noted. That includes adopting a more skills-based approach while also using data and technology to “optimize talent, navigate compliance and enhance the employee experience.”
While concerns about AI replacing jobs persist, the report highlights the importance of companies integrating tech and people.
For leaders, that means taking a more skills-focused approach, using data and technology to identify key competencies, and redesigning roles so that talent aligns with business needs.
Additionally, many organizations believe the benefits AI tools offer will outweigh the downside of the technology, with 84% of large organizations agreeing that use of AI can help streamline processes but will not replace employees, according to ADP. The company found that 76% of midsized organizations and 73% of small organizations said the same.
However, ADP noted in its report that it is important for employers to frame AI as a tool that empowers employees rather than a potential threat to job security.
“Helping people adopt a mindset of technology collaboration is important to successful AI adoption,” said Tiffany Davis, ADP’s chief talent acquisition, inclusion and diversity officer, in the report. “Integrating AI technology into daily workflows helps employees use it effectively and engage more fully with their work. They can focus less on individual tasks and more on solving for people’s needs. In this way, AI becomes a facilitator of human connection and engagement, highlighting the true benefit of this technology and helping people feel valued and integral at work.”
While the report covered HR from a holistic standpoint, one factor beyond the importance of integrating AI emerged. Some organizations are navigating multi-jurisdictional compliance challenges.
The report notes that employers must navigate a patchwork of local, state and federal rules, which can vary widely and change frequently. Those complexities increase for organizations that might be operating across different countries.
“Compliance and managing risk are always bigger considerations than simply what the law requires,” said Meg Ferrero, vice president and assistant general counsel at ADP, in the report. “Having multiple laws with different requirements that apply doesn’t always mean creating a separate practice for each law. It’s often possible to develop a standard, focused on the employees’ rights and best practices, that can work in most circumstances and allow you to have a consistent approach.”