Why I Wrote “Replaced by AI”

For years, I’ve worked at the intersection of HR, operations, and business strategy. My background is in HR, but my role has never been fully confined to it. I’ve led across multiple departments, managed company-wide operations, and had to think beyond the traditional boundaries of HR.

That’s given me a different vantage point. I don’t just see HR’s role—I see how businesses operate as a whole. And from where I stand, I see something coming that most HR professionals aren’t fully prepared for: AI is absorbing HR.

At my company, we’ve been at the forefront of AI adoption since the very beginning. I’ve seen firsthand how AI is reshaping hiring, learning, performance management, and decision-making. It’s not "the future"—it’s happening now. And yet, as an industry, HR is not looking far enough ahead.

Yes, we’re aware of AI. Many of us use it daily. But we’re not planning for what comes next. We’re not preparing for a world where traditional HR no longer exists.

That’s why I wrote Replaced by AI. Because I see what’s happening, and I know what’s at stake.

HR has always drawn its value from functional expertise—but what happens when AI takes over those functions? Where does that leave thousands of professionals whose careers have been built around them?

I felt compelled to gather my thoughts and design a way out.

This is a short, no-fluff blueprint on how HR professionals can move beyond traditional roles and position themselves where they’ll have real impact in an AI-driven world.

If you’ve been watching these changes and wondering, What does this mean for me?—this book is for you.

You can download it now on your phone here and start reading in minutes. And if it resonates with you, leave a review. Let’s talk about this. Because this conversation needs to happen now.

I’ve pasted the introduction below—take a look.

The Beginning of a Transformation

Let’s begin with an unpopular opinion, perhaps controversial for many HR professionals reading this: HR is on borrowed time. And let me be even more blunt—if HR doesn’t claim its own evolution, someone else will.

The end of HR as we know it dawned on me during a meeting with my Head of Talent Acquisition, Anjali. We were brainstorming ways to future-proof our organization by leveraging AI to its fullest potential. In that moment, an idea crystallized: we could eliminate the entire recruitment function within 12 months.

We started to fundamentally rethink how we approached talent acquisition. I shared my vision: hiring should no longer be the sole responsibility of a single department. Instead, it should become a shared responsibility, woven into the fabric of every team and manager’s role. All managers across the company would take the lead in recruitment, supported by AI systems that could analyze candidates, suggest interview questions, and predict cultural fit. Hiring would truly become everybody’s job.

As I explained this to Anjali, we also redefined her role. She wouldn’t be a recruitment expert anymore; she would become an architect of hiring strategies—a designer of systems that identified, attracted, and secured the right talent to future-proof the company. The more we discussed this, the clearer it became: this was not a distant possibility. With AI, this could happen within a year.

That meeting was a turning point for me. Suddenly I was certain AI would dismantle traditional silos and redefine HR as a whole. From that day on, I immersed myself in learning everything I could about AI—how to integrate it, how to collaborate with it, and how to institutionalize its adoption across the organization. This journey has been transformative, both for me and for the company I serve.

In my dual role as CHRO and COO for an edtech company, I have systematically leveraged AI to dismantle traditional silos and challenge the very existence of HR as a standalone function. AI doesn’t just assist—it replaces, redefines, and redistributes. Tasks once confined to HR are now easily managed by AI-driven systems or taken on by other departments.

And that’s when I realized something even bigger: HR is at a crossroads. The role we play today is no longer a given. The space we occupy in organizations is not guaranteed.

For the first time in modern business history, organizational architecture—the fundamental design of how work happens—is an unclaimed function. It is not formally owned by HR, nor is it naturally evolving into HR’s domain. But here’s the hard truth: it won’t stay unclaimed for long.

If HR professionals don’t step into this space—if they don’t position themselves as the architects of how organizations are structured and operate—someone else will. Operations teams, business strategists, or even external consultants will step in to shape the future of work. If HR fails to evolve, it will disappear entirely.

So, where does that leave us—those who’ve dedicated their careers to managing people, fostering culture, and building organizations? It leaves us with a choice: claim the future or become obsolete. Unlike any other technological revolution, AI adoption is happening at an exponential pace. And yes, it’s reshaping what HR does—but more importantly, who does it.

This book is a blueprint for what comes next. At its core is the idea of the Organizational Architect—an evolved role that goes beyond traditional HR expertise. Organizational Architects design the systems, strategies, and cultures that allow organizations to adapt to an era of perpetual change. But make no mistake: this is not the automatic next step for HR professionals. It’s a choice.

If you work in HR, let's hear it from you. What are you doing to prepare to the revolution?

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