AI in HR: Transforming Work Without Losing the Human Element
Insights from the 2025 Human Resources Conference
Human Resources Conference | Event Date: April 30, 2025
The North Dallas Chamber's HR Conference explored how artificial intelligence is transforming recruitment, employee development, and workplace productivity. Industry experts discussed practical strategies for leveraging AI tools while maintaining essential human elements for business success.
Key Takeaways
AI transforms jobs rather than eliminating them, creating opportunities focused on emotional intelligence, communication, and creative problem-solving
Organizations should provide dedicated AI exploration time, allocating 1-2 hours weekly for employees to experiment with tools
HR professionals need seats at AI policy tables to guide implementation while protecting employee interests
Employee adaptability requires continuous learning through exploring AI tools and building complementary skills
AI represents a "third workforce" alongside employees and contractors, enhancing rather than replacing human work
Why AI Matters for Dallas Businesses
As Dallas establishes itself as a technology hub, businesses face increasing pressure to incorporate AI into workflows. The panel featured Mary Baird (Optimum), Mike Coffey (Imperative Information Group), and Isaac Turner (Curative), moderated by Dr. Lisa Tran from SMU Cox School of Business.
The conversation highlighted that AI adoption isn't merely technological but represents a fundamental shift in how work gets done. Organizations that embrace AI strategically while developing human workforce capabilities will gain significant competitive advantages.
Panelists emphasized that while headlines focus on ChatGPT, AI has been quietly embedded in business software for years. "If you've been using Indeed, or Amazon over the last 15 years, you've been using AI," noted Mike Coffey. "You just didn't know it."
The Changing Workforce Landscape
AI is already transforming recruitment processes. "People applying for jobs are creating resumes with AI now, which means they can output applications in volume," explained Mary Baird. This creates new challenges for recruiters now receiving hundreds of applications for positions that previously attracted dozens.
Mike Coffey stated bluntly: "You're not gonna lose your job to AI. You're gonna lose your job to someone using AI. Now we're at the point where it's mature enough that you're gonna lose your job to AI. There are certain jobs that are just going away."
Disappearing roles primarily involve repetitive, rules-based tasks easily automated. Isaac Turner noted: "That sort of mundane work can completely be replaced by AI, allowing your staff to focus on those 10% of inquiries that actually require human touch."
However, this transformation creates opportunities for roles requiring distinctly human skills. Employers increasingly value emotional intelligence, communication abilities, and creative problem-solving where AI falls short.
Practical AI Implementation Strategies
1. Provide Structured Exploration Time
Rather than expecting employees to learn AI independently, organizations should allocate dedicated experimentation hours.
"Give them an hour and a half a week where they can play. They can figure out where they can go," recommended Mike Coffey.
2. Use AI for Pre-work and Review
Mary Baird shared a practical framework for incorporating AI into existing workflows:
"I use generative AI tools either pre or post. You could ask ChatGPT to 'Build me a project plan of all the major key milestones'... Or you could build the project plan first and kick it into AI saying, 'What recommendations would you make?'"
3. Leverage Multiple AI Tools for Verification
Mike Coffey recommended cross-checking different AI systems: "I use ChatGPT and Perplexity, and Claude for writing. I'll get a summary from one and feed it to the other."
4. Document Institutional Knowledge
Isaac Turner emphasized: "It's really important to get people to write down what they know, because if it's not written down somewhere that AI can see, AI can't use it."
Developing Effective AI Policy
Organizations need thoughtful AI governance policies. Mary Baird cautioned: "Everything you put in the black box is potentially public information. Please do not put employee names, employee IDs, or any identifying markers."
Key policy elements include:
Protect private information - Never input employee personal data into public AI tools
Verify AI outputs - Approach AI-generated content with healthy skepticism
Document AI use - Maintain records of tool usage within the organization
Update policies regularly - Review terms of service quarterly
Balance security and innovation - Create secure environments while enabling experimentation
Isaac Turner emphasized balance: "There is a risk and fear of AI. But the most important thing a company can do is set the guardrails and get out of the way."
Employee Skills for the AI Era
Technical Fluency - Workers should actively explore AI tools. "Playing with ChatGPT or Claude or Gemini, just seeing what problems can it solve? How can I use it?" suggested Isaac Turner.
Emotional Intelligence - As AI handles routine tasks, human emotional capabilities become more valuable. Employers seek "people with emotional intelligence, communication skills, because those are the things AI is not good at," noted Coffey.
Project Management - Using AI effectively requires breaking complex problems into manageable components and describing tasks clearly.
Continuous Learning - Employees must take responsibility for ongoing education. Coffey emphasized: "By the time your employers have implemented the software, it's too late to be learning it."
The Path Forward
The AI transformation represents both challenge and opportunity for Dallas businesses. Organizations that develop strategic implementation approaches while investing in human workforce development will gain significant advantages.
Successful AI adoption requires balancing technological innovation with human skills development, creating workplaces where AI enhances rather than replaces human contribution.
As Mary Baird summarized: "AI is your super annoyingly brilliant executive assistant who probably could do your job better with just a little bit more training." The key is learning to work alongside this powerful tool while focusing human energy on higher-value activities that technology cannot replicate.
Speaker Information & Links
Mary J. Baird, PHR Director of Digital Learning Experience & Process Innovation at Optimum and host of The Simplifiers Podcast. Mary specializes in talent development and leveraging technology to enhance learning experiences. She is an expert in prompt engineering and AI-enhanced learning strategies. LinkedIn Profile
Mike Coffey, SPHR, SHRM-SCP President of Imperative Information Group, a background screening firm. Mike chairs the talent committee for the Fort Worth Chamber and hosts a weekly podcast focusing on employment issues. His expertise includes risk management, background investigations, and employment law compliance. LinkedIn Profile
Isaac Turner, Ph.D. Chief Technology Officer at Curative, a healthcare technology company. Isaac leads technical innovation initiatives and specializes in implementing AI solutions in healthcare environments. His background combines technical expertise with practical business applications. LinkedIn Profile
Moderator: Lisa Tran, Ed.D. Managing Director of Corporate Engagement & Strategic Partnerships at SMU Cox School of Business. Dr. Tran facilitates connections between academia and industry, specializing in workforce development and emerging technology integration. LinkedIn Profile
Thank You to Our Event Sponsors
Gold Sponsors Higginbotham | Ogletree Deakins | Troutman Pepper Locke | The Westin Galleria Dallas
Silver Sponsors Blue Cross Blue Shield of Texas | Dallas College
Supporting Sponsors DallasHR | SMU Cox Executive Education
Break Sponsors Bell Nunnally | Insperity