Why HR-Led Change Can Be So Uninspiring

HR has long been seen as the “police” of the corporate world, enforcing policies, managing compliance, and ensuring employees adhere to company rules. This association, while necessary to some extent, has created a serious credibility issue for HR when it comes to leading change. Ask any employee, and they’ll likely describe HR as a department built for controlling behaviour, not inspiring transformation.

Now, with the advent of artificial intelligence (AI), HR is facing a pivotal moment. AI is revolutionising every aspect of work, and HR must not only manage this change but embrace it in their own operations. The irony is thick—HR is being asked to lead transformational change at a time when it is undergoing one of its own biggest shifts. So, how can HR, traditionally seen as corporate enforcers, shift this perception and lead change that truly inspires?

From employee resistance to a lack of leadership role-modelling, there are myriad reasons why 70% of all change initiatives fail. Overcoming these odds to transform your business is possible, however, with the right approach.

The “HR is the Police” Problem

Let’s address the obvious issue first. For years, HR has been the department employees associate with warnings, layoffs, and corporate policy enforcement. It’s hard to inspire people to embrace a bold new future when their perception of you is stuck in the past. Even when HR approaches change with good intentions, it is often seen through the lens of control. This image problem undermines HR’s ability to lead employees into a future of opportunity and innovation.

AI presents a chance to change this narrative, but so far, HR’s role in change management remains uninspiring. Too often, HR-led initiatives feel like compliance exercises. Employees don’t see them as efforts to improve their work lives or create a better workplace; they see them as bureaucratic. Change, when done right, should be visionary and motivating, yet HR frequently approaches it from a policy-first, risk-averse mindset that kills momentum before it even starts.

We are waiting to see what the AI legislation will be in the UK before we start doing anything relating to a digital culture. That includes AI literacy.

The Rise of AI in HR – and the Challenge of Trust

AI is now automating many of HR’s traditional functions—from recruitment to performance management—and the department is forced to adapt quickly. The potential is vast. AI can streamline processes, predict workforce needs, and offer personalised employee experiences. But here’s the challenge: with AI taking over many routine tasks, HR must decide how it will evolve and lead. Employees are watching closely, and they need to believe that HR’s new AI-driven solutions are designed to benefit them, not simply to tighten company control.

Trust is the key issue here. If employees already distrust HR, how will they respond to AI-driven decision-making? Will they see it as a tool to support them or as another layer of surveillance and control? HR must be transparent and proactive, demonstrating that AI is being used to enhance the employee experience—by automating the mundane and enabling human potential—not to strip away the human element of work.

Digital transformation projects fail when there is no change management strategy. A change management strategy is a structured process that helps people understand and embrace business changes.

How HR Can (Finally) Inspire Change in the AI Era

So, how can HR step out of the shadows of being the corporate police and evolve into an inspiring leader of AI-driven change? Embracing AI and leading a digital culture.

Here are three ways HR can revolutionise its role in leading transformation:

1. Lead with Vision, Not Just Policies

AI offers HR the chance to reimagine work. Instead of focusing on enforcing compliance, HR should use AI to show how work can be more human—by automating repetitive tasks and freeing up employees to focus on meaningful, creative work. The future of HR isn’t about maintaining order; it’s about enabling innovation, creativity, and growth. HR needs to stop being the enforcer and start being the visionary.

2. Be Transparent and Build Trust Around AI

AI will only work if employees trust that it’s being used in their best interests. HR must be transparent about how AI is used and show that it enhances employee wellbeing. Whether it’s using AI to create personalised development plans or to predict future skills needs, HR should demonstrate that these tools are here to support people, not replace them. This shift in mindset will build trust and engagement.

3. Embrace Bold, Human-Centred Innovation

HR needs to be willing to take risks and experiment with new ways of working. AI provides endless opportunities to create flexible, human-centred workplaces. Instead of defaulting to risk-averse strategies, HR should co-create the future of work with employees, using AI to craft experiences that are tailored to individual needs. AI is the key to transforming HR’s role from process managers to pioneers of human potential.

The Future of HR-Led Change in the AI Age

If HR continues to lead change in the same old, uninspiring ways, it risks becoming irrelevant. AI is here to revolutionise HR, but it’s up to HR to use these tools to create a workplace that inspires and empowers. By shifting focus from compliance to innovation, from risk management to human potential, HR can evolve into a department that leads change with vision and integrity.

This transformation is not just about adopting new technology. It’s about changing the way HR thinks, operates, and engages with employees. The future is here, and HR must decide whether to seize it or stay stuck in the past.

A Glimpse into the Future: HR2035

For those curious about where HR is heading and how AI will continue to shape its evolution, my upcoming book, HR2035, explores these themes in depth. Available in January 2025, HR2035 looks ten years ahead to imagine where HR will be in 2035 and then works backwards to offer a revolutionary HR operating model, new roles, and AI-driven solutions that will reshape the workplace.

This book isn’t just about surviving the AI revolution—it’s about leading it. If you want to be part of the future of HR, sign up here for a copy of HR2035 and join the movement to build the future of work. Many experts are contributing to this book, sharing an exciting view of HR from inside and outside the profession.

HR is at a crossroads. It can remain the department of “No,” or it can become the department of innovation, trust, and transformation. The choice is clear, but it’s up to HR to take that bold step forward. Will it? Time will tell.