5 Bold Takes from Trish Steed, Co-Founder of H3HR Advisory, on Leading AI Transformation

HR is at a crossroads. AI is no longer hype—it’s happening. Workforce transformation isn’t optional, and HR leaders must step up to prove their value beyond compliance and talent management.

Trish Steed, Co-Founder of H3HR Advisory, doesn’t sugarcoat it: HR is either leading change or falling behind.

In her conversation on Skills Connect with Reejig CEO and Co-Founder Siobhan Savage, she shared five critical insights that HR leaders need to hear.

1. HR Leaders Are Overwhelmed by AI—And That’s a Problem

AI dominates every conference, every industry report, and every boardroom discussion. But instead of taking action, many HR leaders are either frozen in uncertainty or trying to tackle everything at once. Neither approach works.

Trish’s advice? Start small. Focus on one or two areas where AI can deliver immediate value, like hiring or workforce analytics. A slow, deliberate approach will build confidence and drive meaningful change.

"The true success lies somewhere in between—taking a step-by-step approach."

2. AI Is a Tool, Not a Strategy

HR isn’t in the AI business—it’s in the people business. But too many HR teams are adopting AI without a clear link to real business needs.

AI should never be implemented just for the sake of it. Instead, HR leaders must first understand how their company makes money, what challenges it faces, and how AI can help solve those problems. When AI is tied to business outcomes, it shifts from being a trendy experiment to a true driver of growth.

"They’re trying to implement AI without tying it to a critical business event, which makes it hard to get buy-in."

If HR can’t make a compelling business case, AI will remain just another buzzword.

3. HR’s Biggest Weakness? Not Understanding the Business

The best HR leaders don’t just know HR—they know how the business operates. They understand revenue models, market dynamics, and what keeps the CEO up at night.

Yet too many HR professionals work in isolation, disconnected from the financial and strategic realities of their organizations. If you’re not reading earnings reports, tracking shareholder priorities, or aligning HR initiatives with company goals, you’re missing a critical piece of the puzzle.

"One of the most valuable things HR leaders can do is develop a deep understanding of the business—how it makes money, where efficiencies can be gained, and what’s driving executive decision-making."

HR earns influence by proving its impact—not by asking for a seat at the table.

4. AI Will Reshape Jobs—HR Must Lead or Be Sidelined

AI isn’t just automating tasks—it’s redefining entire roles. If HR isn’t actively involved in reshaping work, the business will make those decisions without them.

As AI takes over repetitive and administrative tasks, new jobs and skill requirements will emerge. HR’s role isn’t just about reskilling employees—it’s about rethinking how work is structured altogether.

"If HR isn’t part of that conversation, the risk is that AI adoption happens in silos, without considering the long-term workforce implications."

HR leaders need to work closely with operations, IT, and finance to guide how AI-driven changes unfold. If they don’t, they’ll be left reacting to workforce shifts instead of shaping them.

5. HR Needs to Upskill Itself Before It Can Upskill the Workforce

HR professionals often talk about upskilling employees—but what about themselves?

AI, automation, and workforce analytics aren’t just technical topics for IT teams. They are now essential knowledge areas for HR leaders. Yet many still lack the confidence and expertise to lead AI-driven workforce planning.

If HR wants to play a role in the future of work, it must invest in its own learning first.

"HR teams are focused on upskilling employees, but they also need to upskill themselves. Understanding AI, automation, and workforce analytics is going to be a baseline requirement for HR leaders moving forward."

The HR professionals who develop AI fluency will stay ahead. Those who don’t risk becoming irrelevant.

Final Thought: HR’s Defining Moment

HR has never had a bigger opportunity to lead. But leadership requires action, not hesitation.

Trish’s message is clear: HR leaders must stop waiting and start shaping the AI-driven transformation of work.

Be bold in embracing change. Be responsible in ensuring people aren’t left behind.

The future of HR isn’t about titles or technology—it’s about impact. The choice is yours.

Will you lead the transformation, or will you be left behind?

Listen on Spotify.