There’s no more time for “wait and see.”
As AI reshapes every function of the enterprise, the question isn’t whether work will change—it’s whether HR will lead that change or be sidelined by it.
That’s why the Work Design Collaborative—a joint initiative between The Learning Forum and Reejig—is bringing together 60 senior HR leaders from Fortune 500 companies to do what no one else is doing: design the AI-powered workforce of tomorrow.
Here are the five brutal truths from a raw and practical Skills Connect conversation between founders of the group, Siobhan Savage (CEO of Reejig) and Brian Hackett (Founder of The Learning Forum).
1. HR Isn’t Leading AI Strategy—And It Shows
The problem: Most AI initiatives are being driven by tech and ops teams. HR isn’t even in the room.
“I’m in conversations with CEOs, CFOs, COOs… and I’m asking, ‘Where’s the people team?’ They don’t even know the project is happening.” – Siobhan Savage
Why it matters: If HR doesn’t claim its seat now, the business will redesign the workforce without them. AI will reshape work—tasks, roles, learning needs—whether HR is ready or not.
What to do: Stop waiting for an invite. Hunt down your AI strategy team and bring your expertise on workforce design to the table.
2. Skills-Only Strategies Are Already Outdated
The problem: The skills-only approach can’t keep up with the reality of AI-driven work. Tasks, not skills, are what AI actually automates.
“People have skills. Work has tasks. And if you’re only tracking skills, you’re missing the point.” – Siobhan Savage
“It’s not just about skills. It’s about tasks. It’s about teams. It’s about how people get work done.” – Brian Hackett
Why it matters: AI doesn't replace skills—it replaces tasks. You need to understand work at the task level to know what stays, what changes, and what gets automated.
What to do: Shift from a “skills framework” to a work design mindset. Map tasks, processes, and outcomes. That’s the foundation for AI-readiness and workforce reengineering.
3. L&D Is Being Bypassed—By AI and By Workers
The problem: Learning and development teams are being left out of the AI loop—and employees are solving their own problems without them.
“People are developing their own content, their own training, their own performance support. L&D isn’t even involved.” – Brian Hackett
Why it matters: If L&D doesn’t reinvent itself, it becomes irrelevant. The old model—based on static jobs and skills—won’t survive in a world of autonomous agents and dynamic work.
What to do: Rebuild learning strategy from the ground up. Align it directly with your AI strategy and with the tasks your people are actually doing—not just the roles they hold.
4. Change Management Is a Crutch—The Real Issue Is Bad Data
The problem: Organizations blame failure on “change management” when the real issue is the quality and structure of their data.
“We kept saying we needed more change management. But the truth is, it was a data problem. We were trying to match people to work using language that didn’t even make sense to the business.” – Siobhan Savage
Why it matters: You can’t transform work if you don’t understand the work. And you can’t understand the work if your data is stuck in outdated job architectures and disconnected systems.
What to do: Build or adopt a Work Ontology—a common language of tasks, processes, and outcomes. It’s the only way to align AI, HR, and business.
5. The New HR Superpower Is Continuous Reengineering
The problem: Traditional transformation models don’t work in an AI-powered world. There is no “end state”—just constant evolution.
“The future HR role is about being a continuous reengineer. Not a one-time transformation leader, but someone who iterates relentlessly.” – Brian Hackett
Why it matters: AI adoption is fast, messy, and ongoing. If HR wants to stay relevant, it must shift from project thinking to product thinking—constantly iterating on how work gets done.
What to do: Rethink how you think. Start with Day Zero thinking. If you were rebuilding your org from scratch, how would you design work, allocate tasks, and enable growth?
60 Leaders Are Shaping What’s Next
The Work Design Collaborative is more than just another think tank. It’s where CHROs, CLOs, and transformation leads are rolling up their sleeves to define the future of work—together.
“This isn’t theory. It’s 60 leaders sharing exactly how they’re rebuilding their organizations for the AI era—playbooks, pilot strategies, real outcomes.” – Siobhan Savage
Quarterly in-person summits. Ongoing peer collaboration. Strategic frameworks that actually get used.
Because this isn’t just about AI. It’s about bold, responsible leadership—and no one’s coming to save HR except HR itself.
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