Artificial intelligence (AI) is transforming workplaces worldwide. While it brings exciting opportunities for innovation and efficiency, it also raises significant concerns about job security. We’ve all heard it before: some jobs will vanish, and others will be created. But here’s the real challenge—no one knows exactly what those new roles will look like. This uncertainty makes it critical for HR to take the lead in preparing and supporting their workforce for this new reality.

Facing the Reality: Some Jobs Will Disappear

It’s an uncomfortable truth that some roles are likely to disappear as AI takes over repetitive and routine tasks. Jobs such as data entry, manual processing, and basic customer service may be among the first to be eliminated. However, this doesn’t have to spell disaster. With the right approach, HR can help employees affected by these changes transition into new roles and find new opportunities within or outside the organisation.

HR’s role in managing this transition includes providing clear communication, offering training programs, and offering tailored support. The goal is to show employees that the organisation values their contributions and is committed to helping them adapt and grow.

Supporting Employees in Role Transitions

For employees whose roles are at risk, HR must provide a clear and supportive path forward. Here are some practical ways to do this:

1. Skill Assessments: Identify employees’ transferable skills and explore how they can be applied to emerging roles. Many workers may not realise how their current expertise could be helpful in a new context.
2. Training and Upskilling: Offer targeted training programs that equip employees for roles that are more likely to succeed in an AI-driven environment. For example, train customer service agents to manage AI chatbots or supervise complex customer interactions requiring human empathy.
3. Career Coaching: Offer one-on-one counselling to help employees map out their future, whether that involves reskilling for a new role or transitioning to a different industry.
4. Job Rotations: Create opportunities for employees to explore different functions within the company, helping them discover where they might excel in the future.
5. Emotional Support: Change can be daunting. Provide access to counselling services and mental health resources to help employees cope with uncertainty.

Building AI Awareness and Literacy

Before employees can embrace new opportunities, they need to understand AI—what it is, how it works, and what it can do. Many people still view AI as a futuristic, intimidating force. HR should focus on demystifying AI through workshops, webinars, and e-learning sessions that explain its real-world applications and potential benefits.

Managers play a crucial role in integrating AI. They often serve as the bridge between leadership’s vision and the workforce’s daily reality. HR must ensure managers are equipped to lead AI-related changes by:

1. Understanding AI’s Strategic Impact: Managers should know how AI aligns with organisational goals and how it can improve workflows. Case studies and examples can provide valuable context.
2. Championing AI Processes: Managers must advocate for AI within their teams, addressing concerns and promoting its benefits. HR should train managers to communicate changes effectively and foster enthusiasm.
3. Identifying AI Opportunities: Managers, with their close understanding of day-to-day operations, are well-positioned to pinpoint processes that could benefit from AI. Equip them with the tools to evaluate and implement AI solutions.
4. Upskilling Teams: Managers should be prepared to train their teams on new AI tools, ensuring a smooth integration into workflows.
5. Fostering Collaboration: AI implementation often requires cross-departmental efforts. Managers should know how to build relationships across teams to maximise AI’s potential.

Encouraging Expertise and Adaptability

While some jobs may vanish, others will evolve, and entirely new roles will emerge. To stay competitive, employees must become experts in their fields and learn how to integrate AI into their work. For example:

• Marketing professionals can explore AI-driven analytics tools.
• Project managers can adopt AI tools for scheduling and resource management.
• Healthcare workers might leverage AI for diagnostics and patient care.

HR should guide employees in developing these skills and encourage them to explore roles that are less likely to be automated, such as those that require creativity, emotional intelligence, or strategic thinking.

A Culture of Continuous Learning

AI is constantly evolving, and so must the workforce. HR has a responsibility to foster a culture of continuous learning, where employees are encouraged to embrace change as an opportunity. This includes promoting a growth mindset—the belief that skills can be developed with effort and learning. Sharing success stories of employees who have transitioned to new roles can inspire others to take the leap.

Join the Conversation: Learn How to Adapt

The integration of AI doesn’t have to spell disruption and fear. With thoughtful planning and support, HR can help employees adopt AI as a tool for growth and success. If you would like to learn more about preparing your workforce for an AI-driven future, please contact me to arrange an AI Awareness Webinar.

Resources:

World Economic Forum – Future of Jobs Report 2025

Brookings – Future of Work