AI in Brazilian HR: What's Working Now and What Comes Next
AI is no longer a side project in HR. In Brazil, 75% of HR professionals already use it, mainly to speed up operational tasks.
The data comes from the HR Census by WallJobs and Faculdade Eseg, with 525 respondents. Nearly half (46.3%) work at large companies (301+ employees), 31.6% hold leadership roles, and 30% bring 11-20 years of experience.
Where AI Is Delivering Immediate Wins
- Résumé screening: 61.5%
- Job and career management (pathing): 44.7%
- Support for dismissals: 39%
- Onboarding/integration: 34%
AI is also edging closer to human-centric work. "One-third of respondents point to the use of the tool to identify signs of overload and the risk of burnout among employees," says Henrique Calandra, founder of WallJobs. That's a smart shift-efficiency plus employee care.
There's momentum on inclusion and growth too. 17.1% cite AI's role in monitoring diversity and inclusion indicators. And 68% believe AI will boost development by personalizing learning and speeding up strategic skill-building, notes Edgard Rodrigues, professor at Faculdade Eseg.
For context on burnout at work, see the WHO's guidance for organizations.
By the Numbers (Snapshot)
- Adoption: 75% already using AI in HR
- Sample: 525 HR professionals
- Company size: 46.3% from 301+ employee companies
- Seniority: 31.6% leaders; 30% with 11-20 years in HR
Company Playbooks You Can Borrow
Supergasbras: Systematize, Then Scale
AI has supported HR there since 2024, now covering about 20% of the team's activities. The rollout started with agile training for HR, then clear goals: in 2025, every leader needed at least one AI-driven improvement; in 2026, the same applies to the entire team.
- First use case: record talent-mapping comments and generate manager-ready profile reports-cutting document prep time by ~30% and speeding feedback.
- Current stack: résumé screening, climate survey reporting, absenteeism and overtime analysis, and onboarding support.
- "Bob," a virtual HR assistant with procedures and FAQs, accelerates information retrieval. In 2026, all employees will use it to check HR request status (vacations, benefits), reducing tickets and increasing autonomy.
BS2: Let HR Lead the Change
HR, alongside Technology, took strategic ownership of AI adoption. The first win: automating enrollment for mandatory training, shrinking the process from 2h15 to 6 minutes.
- Recruitment upgrade: auto-transcription, cultural fit analysis, and instant report generation-down to about three minutes. The team cut processing time by 85% without losing evaluation quality.
- Human capital mapping for executives moved in-house. Standardized reports and deeper analysis now give the CEO and board a clearer view of leadership performance.
Sem Parar Corpay: Reward Adoption
The company is adding an AI-use score to performance evaluations for all employees. It starts with low weight and grows through 2026 to recognize people who use AI to improve efficiency.
A Practical Checklist for HR Leaders
- Pick 3-5 repetitive workflows to automate in 90 days (screening, training enrollments, climate reporting, onboarding steps).
- Set one adoption KPI per role (for example, "one process improved per quarter"). Keep it visible.
- Write a clear policy for privacy, consent, and bias checks. Brazil's LGPD is your reference point-see the National Data Protection Authority (ANPD).
- Add well-being signals: overtime spikes, absenteeism patterns, heavy workload periods. Use AI for alerts; keep decisions with managers.
- Measure impact: baseline your turnaround time and quality before each pilot. Report wins and misses. Iterate fast.
Guardrails That Keep You Out of Trouble
- Always disclose AI use in HR decisions and reports.
- Keep humans in the loop for hiring, promotions, and dismissals.
- Log prompts, data sources, and changes. Audit outputs regularly for bias and accuracy.
- Limit personal data exposure. Mask fields you don't need.
Skills Your Team Needs
Focus on three: prompt writing, data literacy, and process redesign. Start small, teach with live examples, and share internal playbooks as you go.
If you want a structured path, explore AI courses by job role to upskill HR teams without wasted effort.
The pattern is clear: pick specific use cases, set simple KPIs, protect your data, and keep people at the center. Do that, and AI becomes a dependable part of HR-not a distraction.
Your membership also unlocks:
