Key takeaways
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AI for HR: AI handles the heavy lifting for HR. It can create personalized learning and development (L&D) paths, bring objectivity to performance management, and offer 24/7 employee support via chatbots.
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The human element: Human judgment is the only way to prevent bias and build a genuine connection with employees. A human-in-the-loop approach to AI helps HR teams manage risks while improving decision-making.
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Global compliance: Not all AI tools are created equally. General AI (like ChatGPT) is unreliable for international employment law. HR teams need specialized AI built on verified, proprietary data to get accurate compliance answers.
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The first step of AI adoption: Start small, but always use human expertise to review and validate AI output.
For more insights, watch the webinar: "AI, HR strategy, and the evolving global workforce"
If you're an HR professional or business leader managing a global workforce, you know that keeping up with compliance is a full-time job. Today, the conversation isn't just about finding ways to check all the legal boxes; it's about making smart technology choices.
AI is transforming HR by making everyday tasks easier and faster. Simplification and speed help HR teams quickly adapt to shifting environments and regulations. But don't worry about being the fastest adopter — the goal is simply to keep up.
Connie Diaz, senior director of HR at G-P, and Annie Diiorio, HR manager at Canidium, are experts at introducing AI to workforces in motion. They’ve spent several years moving their teams past the "fear of AI" to implement tools that cut down on tasks and put the human back into human resources. From that experience, they’ve cracked the code for AI integration.
Start here: the "AI adoption continuum"
For many HR leaders, getting started with AI is overwhelming. Annie notes that adoption follows a continuum: "It starts with indifference, and then it goes to fear, and then embarrassment, confidence, and transformation."
The trick to avoid falling behind is simple: Just try the tools – in any way that’s appropriate for you and your team. Once you start, you realize how easy it is, and that quickly builds confidence.
"I think people are worried about AI taking their job, and what we should be more worried about is somebody that knows how to use AI taking the job." - Annie Diiorio, HR manager, Canidium
Step 1: Find your HR time-drains
AI can be woven into every aspect of HR. It acts as a "coworker" to make operations smoother, personalize employee experiences, and uncover new insights. AI isn't replacing HR professionals – it's magnifying their abilities, automating high-volume tasks, and freeing them up to focus on strategy, culture, and real human interaction.
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HR function |
How AI helps |
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Global recruitment and hiring |
Makes the talent funnel easier to manage: It screens resumes, generates job descriptions and interview questions, and automates the scheduling process. For a small department, Annie says AI, "can be like a coworker and a sounding board to run things through." |
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Global onboarding |
Guides new hires: It can take new employees through paperwork, schedule training, and answer common questions via chatbots. For example, Annie uploaded all open enrollment resources into a tool and shared it with employees, allowing them to ask questions specific to the U.S. like, "Which plans have an HSA (Health Savings Account)?" A major timesaver for Annie and her team. |
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Learning and development (L&D) |
Shifts L&D from one-size-fits-all to personalized: It highlights individual learning needs and recommends relevant courses. |
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Performance management |
Brings data-driven objectivity to the table: It analyzes data to create comprehensive reports for reviews, and can even help employees generate thoughtful self-reviews. |
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Data analysis and insights |
Chews through massive datasets: It can identify trends in performance, compensation, and turnover that would otherwise be invisible. |
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Employee support |
Offers 24/7 support for employees: AI-powered chatbots are now frontline tools that instantly answer common employee questions about payroll, benefits, or policy. This frees up HR staff to focus on strategies with greater impact. |
Step 2: Take a "human-in-the-loop" approach
To adopt AI, you have to first recognize its limitations. The way to handle the risks – like bias, privacy, or "hallucinations" – is with human oversight.
Connie shared a real-life example of using an AI tool to calculate new hire satisfaction scores:
"I downloaded the raw data from Workday and threw it into Gemini. It said 38%. I was like, no. That makes no sense. You needed that human to really know the context to be able to say that doesn’t sound quite right.”
Beyond accuracy, AI can't replace connection. Annie shared a story about a younger relative who began using generative AI as a “friend,” only to realize its limitations when it failed to remember their interactions.
"Nothing replaces human connection. AI stands for artificial intelligence. It doesn’t have feelings. It doesn’t care about you." - Annie Diiorio, HR manager, Canidium
Today, AI is a tool that frees up HR time to build genuine connection, not a stand-in for it.
The G-P difference and why global HR needs verified AI
The stakes are high for HR leaders managing employees around the world.
An AI "hallucination" isn't just an error – it's a compliance risk. General AI tools pull directly from the internet, which is full of conflicting, outdated, and incorrect information.
This is where an expert-vetted AI becomes increasingly important.
"I never Google things anymore about international employment law because there's so much out there, and I don't know what to trust,” explains Annie. “So it’s really helpful just to use G-P Gia™ as the AI source for international questions."
And that’s why G-P built Gia. Unlike general-purpose AI, Gia is built on a proprietary knowledge base to give you employment law guidance you can trust. It offers verified answers and cites its sources, giving HR leaders the confidence they need to make high-stakes decisions.
But what’s verification without speed to match? With Gia, you don’t have to wait for answers. Our agentic AI was designed to save HR professionals hours of work.
The true power of verified AI is turning high-risk compliance research into a two-minute task.
Step 3: "Try it, but read it"
HR leaders moving toward an AI-powered workplace should have one goal: Use judgment when it comes to the output.
AI tools are easy to build and use, helping you quickly move from "fear" to "confidence." The winning strategy for adoption and integration? Just dive in.
"Anyone that hasn’t given AI a try, just try it, and you’ll see how much it can do for you.” - Annie Diiorio, HR manager, Canidium
The process is simple, but Annie also cautions the importance of the human touch for any AI user. For example, many jobseekers use AI to tailor resumes to job descriptions. While it’s an acceptable practice, candidates don’t always review the output and leave in AI prompts like “[insert your skills here]” in the final document.
“I think it's [AI] an incredibly helpful tool. But if [candidates aren’t] going to proofread it, it just throws it out the window for me because that shows a lack of attention to detail."
The HR of tomorrow needs human judgment, contextual awareness, and compliance expertise. AI is the tool that helps HR professionals deliver on that promise.
See Gia in action
Learn how our agentic AI for global compliance gives you verified answers to your toughest HR questions across 50 countries and all 50 U.S. states.