WORK

AI, AI everywhere

I am thinking about AI a lot lately. We all are. You literally cannot escape it. Even at the end of the night, when I unwind with the new episode of "The Morning Show," it's there in a subplot.

And it's definitely not going anywhere. (I've written about it before in this newsletter, and you'll continue to see it pop up from time to time!)

I would call myself a curious skeptic when it comes to AI. I have more questions than answers, but I've absolutely loved learning. And I continue to learn every single day.

I am working on customized workshops on AI for HR, targeted at the industries I serve. And I'm teaching a class next week for the University of New Hampshire, an intro on AI in HR, customized to where the students are at in their learning journey.

Perhaps this section should be about customization, since my work is all customized, but it's not! Instead I wanted to share a couple of things I've been thinking about as it relates to AI in HR.

AUTOMATION VS. AI

I often hear from HR leaders, "we need AI." But often, they are really talking about automation. Automation and AI aren't the same thing. So I thought it would be fun to dive a little deeper. (If you are super into AI, skip this section!)

Automation follows rules you set. It's the "if this, then that" of streamlining repetitive tasks. Predictable and consistent.

AI learns from data, recognizes patterns, makes predictions, and handles nuance in ways traditional automation never could.

Generative AI is a type of AI that creates new content—text, images, summaries, drafts. This is ChatGPT, writing assistants, tools that can generate a job description or summarize a policy document. It's producing something new based on patterns it learned.

Agentic AI goes further. It doesn't just generate content or give you insights. It takes action. It can complete multi-step tasks, make decisions within parameters you set, and work more independently. Think of it as AI that has agency to accomplish goals, not just respond to prompts. (We're headed here. And already here in many places!)

Why does this matter? Because if you're calling something "AI" when it's really just automation, you're setting the wrong expectations for yourself, your team, your people and your company. And if you're experimenting with generative AI thinking it will do things for you autonomously, you'll be disappointed. Understanding the difference helps you choose the right tool for the right job and set realistic expectations.

Some HR examples:

• Automation: Sending offer letters when someone accepts
• AI: Analyzing engagement survey data to surface themes
• Generative AI: Drafting a first version of a performance review or policy
• Agentic AI: Scheduling interviews by coordinating across multiple calendars, considering preferences, and sending confirmations (without you managing each step)

WHAT PROBLEM ARE YOU TRYING TO SOLVE?

This is where I see organizations get tripped up most often. They're so excited about the technology that they lead with the tool instead of the need. Start with your people. What's frustrating them? Where are they spending time on work that doesn't tap into their real talents? What would make their work more meaningful or more effective?

AI should solve actual problems, not create new ones because we felt pressure to "do something with AI."

THINK ABOUT THE ETHICS

HR already deals with high-stakes decisions. AI raises the stakes even higher because it can scale those decisions. And scale the harm if we get it wrong.

Before you implement any AI tool in HR, ask yourself:

• Who could be harmed? Not just who benefits, but who might be disadvantaged, excluded, or unfairly impacted?
• What data are we using, and is it fair? If your historical data reflects bias, your AI will learn and perpetuate that bias.
• Can we explain the decision? If AI is involved in hiring, promotions, or performance decisions, can you explain how it reached that conclusion? "The algorithm said so" isn't good enough legally or ethically.
• What's our fallback? If the AI gets it wrong, how do people appeal? How do they get heard by an actual human?

Ethics isn't a nice-to-have. It's foundational. And in HR, where our work directly impacts people's lives and livelihoods, we have to hold ourselves to the highest standard.

IF YOU'RE JUST GETTING STARTED

Keep humans in the loop

AI can surface insights, draft communications, or flag patterns. It cannot replace human judgment, especially in HR. The decisions we make affect people's livelihoods, careers, and sense of belonging. That requires empathy, context, and accountability that only humans can provide. Think of AI as a tool that amplifies your capabilities, not one that replaces your decision making.

Start small and learn out loud

You don't need a massive AI transformation. Pick one workflow, one pain point, one experiment. Try it, learn from it, and share what you're discovering with your team. This approach builds trust and capability at the same time. People are less afraid of AI when they see it working on real problems in small, understandable ways.

Tips to keep in mind:

Be transparent: Let people know when and how you're using AI. Mystery leads to distrust. And you need a high trust environment now!

Watch for bias: AI learns from data, and if that data reflects historical bias, the AI will too. Test, question, and audit.

Invest in learning: Your team needs time and space to build AI literacy. Make it part of professional development, not an afterthought.

Stay grounded in your values: Just because you can use AI for something doesn't mean you should. Let your organization's values guide your choices.

Want to chat more about this? Click below!

Connect with me on LinkedIn!

COMMUNITY

If you know me from the HR community and not the industries I work with, you may not know I served for several years as a volunteer leader for the American Supply Association.

I will be forever grateful to Christy Maloney, who took me under her wing and essentially insisted I join this wonderful group, that was only a few years old, Women in Industry.

I thought I would learn a lot, maybe contribute a little.

I did not expect to meet such wonderful women who would become friends.

And I certainly did not expect to lead the association one day!

At the end of 2024, I finished my term both as Chair of ASA WII, and my term on the ASA Board of Directors. Volunteering has been such a huge part of my life, and I don't talk about it often, because it's pretty personal. I give back in different ways, and this was one way of giving back to the industry that gave so much to me.

I mentioned above I'll be at Network, this year for the first time in many years as an attendee, not a volunteer leader. I hope to see you there!

Curious about ASA? More information below.

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American Supply Association

Connect with me on LinkedIn here!

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COFFEE

If you've ever been on a zoom call with me, you've probably seen the bookshelf in my office. It's increasingly packed with lots of things.

I thought it would be fun to share a little bit of a closer look.

These are just some of my coffee-related things. The Starbucks mug and snow globe my son picked up on his travels around the world. The little Jellycat espresso bean from my stepdaughter. And the bell from (I can't remember which of the three!)

I get to see these fun things in the zoom background, and it makes me smile every day.

Have a great week ahead!

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ETC....

Here are a few random things....

Know any Boston-based Learning & Development leaders looking for a new role? I'd love to talk with them!

Are you a Distribution or Manufacturing CEO? I'd love a few minutes of your time to test a few ideas I've been working on.

Live in NH? Stay tuned for the return of DisruptHR NH after SEVEN YEARS in May 2026!

Want to chat more about your HR challenges? Want to submit a question that's on your mind? Click the button below!

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Questions and Feedback

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Until next time....... thanks for reading!

One last thing: Distribution and manufacturing leaders received another resource this week. Want on that list? Let me know!

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Tracie

My Partner Spotlight ​ WorkStory makes the review process easy - and while maybe not fun, much more human - through using AI. I'm thrilled to continue to partner with WorkStory! Click on their logo to find out more. You'll also find part one of my three part series on performance management there!

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