Inspiration comes in strange forms sometimes. While brainstorming topics for our latest HR blog post, Michael McDonald’s yacht rock classic I Keep Forgettin’ came drifting through the office speakers – and oddly enough, it felt like the perfect metaphor for today’s AI in HR conversation.

If you’ve spent any time online lately, you’ve probably seen the endless stream of headlines predicting that artificial intelligence is transforming the workplace and redefining the future of Human Resources. For HR professionals, the long-term impact AI will ultimately have on the discipline is still unfolding. But one thing already feels clear: as McDonald famously sang, “things will never be the same again.” And whether that change proves positive or disruptive will largely depend on how organizations choose to balance technology with humanity. Because amid all the headlines predicting AI disruption, there’s one thing many people keep forgetting:

Technology can automate tasks.
It can’t replace human judgment.

That distinction matters more than ever as AI reshapes recruiting, employee experience, workforce planning, and workplace communication.

AI Isn’t Replacing HR – It’s Replacing Repetitive Tasks

One of the biggest misconceptions surrounding AI is the idea that it will completely eliminate HR jobs. So far, the reality looks much different. Most organizations are using AI to support administrative and process-heavy functions like:

• resume screening,
• interview scheduling,
• job description generation,
• workflow automation,
• reporting,
• and analytics.

Recruiting is one of the fastest-growing areas for AI adoption within HR teams.  In fact, a recent SHRM piece shared that 64% of organizations who use AI in HR apply it specifically to recruiting, interviewing, or hiring. That said, even the most advanced AI tools still struggle with deeply human responsibilities like:

• trust-building,
• employee relations,
• leadership coaching,
• conflict resolution,
• organizational culture,
• and ethical decision-making.

Recent workplace research suggests that successful AI adoption is often less of a technology challenge,  and more of a leadership, trust, and communication challenge. Those responsibilities still require people. And increasingly, employers are looking for HR professionals who can bridge the gap between technology and humanity.

The Skills Employers Can’t Afford to Forget

Ironically, as companies race to adopt AI tools, many are rediscovering the same thing yacht rock fans already knew decades ago: Some things don’t change as much as we think they do. The HR candidates standing out right now aren’t necessarily the most technical people in the room. They’re the ones who can combine adaptability, communication, emotional intelligence, strategic thinking, and operational awareness. Because while AI can summarize interview notes or automate workflows, it still struggles with nuance, empathy, and leadership. Those are the areas where strong HR professionals create real business impact, even if they’re sometimes overlooked.

Sherpa Managing Director, Lisa Hildreth, believes one of the most undervalued capabilities in HR today is strategic workforce planning.

“Rather than simply filling immediate vacancies, HR professionals play a critical role in aligning talent strategy with long-term business goals,” she explained. “That macro-level perspective is often overlooked, but it’s one of the areas where HR can create tremendous organizational value.”

The Most Valuable HR Skills to Develop Right Now

1. AI Fluency

HR professionals don’t need to become engineers or programmers.  Instead, they need to understand how and why AI tools are being used inside their organizations. That includes:

• AI-assisted recruiting platforms
• Prompting basics
• Ethical AI concerns
• Bias mitigation
• Workplace AI policies
• Data privacy considerations

Organizations are actively trying to determine how to integrate and effectively use AI, and HR should be at the center of those conversations.  The 2026 Deloitte Global Human Capital Trends Report found that organizations implementing AI without a human-centric approach are significantly more likely to miss their expected ROI on those investments. It’s becoming clear that HR professionals who understand both the opportunities and the risks associated with AI will become increasingly valuable.

2. Change Management

AI adoption is changing workflows across nearly every department. That means companies need HR professionals who can:

• communicate organizational change,
• reduce employee anxiety,
• support leadership teams,
• improve adoption of new systems,
• and maintain workplace culture during transitions.

According to a recent Gartner webinar, HR leaders are increasingly being asked to help organizations navigate the “human-machine” workplace era.  That makes change management experience a major differentiator for candidates.

3. HR Technology Experience

HRIS and HR tech familiarity are becoming increasingly important in hiring decisions. Experience with platforms like Workday, ADP, UKG, BambooHR, Greenhouse, Paylocity, and modern applicant tracking systems can significantly improve an HR candidate’s marketability. In a nutshell, companies want HR professionals who understand how technology connects to operational outcomes.

4. Data Literacy

As the gatekeepers of large volumes of employee and workforce data, it’s never been more important for HR professionals to become comfortable with analytics and reporting. Organizations are relying on HR teams to understand and make decision based on turnover metrics, talent analytics, compensation benchmarking, recruiting funnels, workforce planning and employee engagement trends. The future of HR isn’t just about people skills. It’s also about using data to make smarter people decisions.

5. Human Skills That AI Can’t Replace

Ironically, the rise of AI is making human-centered skills even more valuable. The best HR professionals still excel at:

• communication,
• coaching,
• emotional intelligence,
• leadership support,
• relationship-building,
• and conflict resolution.

Those skills remain difficult to automate – and they’re often the difference between a functional workplace and a thriving one.

When asked which human skill will become even more valuable because of AI, Sherpa’s Scott Pullen answered immediately:

“Empathy – and it’s not even close.”

He continued:

“AI adoption creates workplace anxiety. Empathetic leaders help people navigate uncertainty and feel supported during transitions. From a retention standpoint, employees stay where they feel valued. AI can simulate communication, but it can’t replicate authentic human care, emotional nuance, or trust.  That’s empathy – and that’s where great HR professionals continue to separate themselves.”

What HR Candidates Should Do Right Now

So yes – it’s true that things won’t be the same now that AI has entered the workplace in a meaningful way.  But HR professionals don’t need to panic. They do, however, need to stay adaptable. Some of the best ways to stay competitive right now include:

• becoming a SME in your current HR technology platform,
• getting more comfortable with analytics,
• exploring AI tools hands-on,
• building change management experience,
• quantifying accomplishments on resumes,
• and developing stronger business acumen.

As AI continues reshaping the workplace, the most successful HR professionals won’t be the ones trying to compete against technology. They’ll be the ones who understand how to work alongside it while strengthening the human side of business. Because despite all the excitement surrounding AI and automation, organizations keep rediscovering the same truth:

Trust still matters.
Leadership still matters.
Human connection still matters.

Or, to borrow once more from our yacht rock inspiration…

Maybe there are still a few things employers shouldn’t “keep forgettin’.”

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