Nine in 10 chief human resources officers plan to expand AI use across their organizations this year, but fewer than half have implemented AI in their own HR functions, according to new SHRM research of 1,722 HR professionals. The gap between executive intent and ground-level execution defines the next phase of AI adoption.
The survey found 92% of CHROs anticipate greater AI integration in workforce operations, while 87% forecast greater adoption within HR itself. Yet only 39% of organizations have already adopted AI in their HR functions, and just 7% plan to launch it this year - leaving more than half without any AI in their core people function.
CHROs are betting on AI - but implementation lags
Jim Link, SHRM-SCP, Chief Human Resources Officer at SHRM, pointed to the research as evidence that human-centered thinking still anchors AI adoption strategy. "Our research shows investing in leadership and employee experience remains essential for organizational health," Link said.
The disconnect is stark: while nearly all CHROs see AI coming, most have not yet built the capability in the function they directly control. This is where upskilling priorities begin to take shape, and an AI Learning Path for CHROs can help leaders build the strategic skills to guide AI adoption.
Recruiting leads adoption, ethics follow close behind
Recruiting, used by 27% of organizations, leads as the most common AI application, followed by HR technology (21%), learning and development (17%), and employee experience (14%). Resources on AI for Human Resources cover these use cases and more.
Eighty-four percent of CHROs expect AI-specific upskilling to increase across their workforce over the coming year. Simultaneously, 57% of CHROs named reducing bias in AI hiring tools as an expected workplace trend - a sign that ethical guardrails, informed by EEOC guidance on AI employment practices, are entering the CHRO agenda alongside adoption targets.
Why this matters for HR leaders
The 61% of organizations that have not adopted AI in HR represent a real implementation gap. HR leaders who close it first - by building AI capability in their own teams and processes - will be better positioned to support the broader workforce AI integration their organizations are already planning. The data shows where the work is, and the clock is ticking.
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