AI just joined your HR team. Are you ready to be a good mentor?

Meet your bright-eyed new teammate. They’re energetic, whip-smart, and capable of handling an impressive workload at lightning speed. And they’re always on time, never doomscroll on their phone, and never have a snarky thing to say about their coworkers. Sounds like they might take your group from a capable crew to a dream team, right? Well, there’s a catch.

They lack context, nuance, and that all-important workplace instinct—the ability to read the room, pick up on subtle cues, and use their experience and emotional intelligence to make smart choices. They can always deliver an answer, but it’s not always the right one (even if they seem really confident about it!).

Welcome to the era of AI in HR.

AI isn’t some far-off concept—it just showed up at your office, eager to prove itself. It’s here, it’s ambitious, and it’s not going anywhere. And like any new hire, it needs guidance and structure to succeed. In other words, AI needs to be mentored.

Left to its own devices, AI can create uninspiring employee comms, misinterpret the nuances of performance feedback, or generate one-size-fits-all recruitment experiences that don’t resonate with a diverse talent base. But when properly guided, AI can become an invaluable asset, enhancing productivity and allowing humans to focus on what we do best—bringing creativity, strategy, and authenticity to the workplace.

How to keep the “human” in Human Resources.

When HR and internal comms leaders do their work well, they enhance the human connections that define a strong company culture. And while AI isn’t quite ready to take a leading role in those efforts, it is ready to make a positive impact.

Here are some do’s and don’ts for harnessing AI’s strengths while avoiding its pitfalls—think of it as your mentorship playbook for your newest team member.

Do: Play to AI’s strengths.

Use AI to streamline, not replace, human interactions. Let AI handle repetitive tasks like scheduling interviews, summarizing employee feedback, or drafting policy updates—so HR pros can focus on high-value, human-centered work. Like a promising junior team member, AI excels at the foundational work that frees you up for strategic thinking.

Teach AI your brand voice and values. Just as you’d coach a new hire on company culture, set clear guidelines to ensure AI-generated content aligns with your authentic voice, from recruitment messages to internal announcements. Consider creating a detailed “voice guide” for your AI tools, with examples of what resonates with your different talent audiences.

Leverage AI for insights, not decisions. AI can analyze workforce trends, identify engagement gaps, and personalize training recommendations, but humans must interpret and act on that data with empathy and strategy. For example, you might use AI to flag potential retention risks by analyzing patterns in employee behavior, but it should be human managers who have the crucial conversations that actually keep talent engaged and retained.

Don’t: Overestimate AI’s abilities.

Don’t assume AI understands tone, context, or nuance. Like an eager intern who hasn’t quite mastered office politics, AI can misinterpret sentiment in employee surveys, generate overly formal (or tone-deaf) messages, and miss the subtleties that make communication feel authentic. Be especially careful with sensitive communications—an AI-generated layoff notice could easily backfire if it lacks the human touch and genuine empathy required for such difficult messages.

Don’t let AI set the employee experience. AI can personalize onboarding workflows or suggest content, but employee engagement should always feel like a conversation—not an algorithm. Your newest team member might deliver innovative ideas and approaches, but they still need your seasoned perspective on what truly resonates with people.

Don’t use AI to automate sensitive conversations. AI can provide data-driven insights on performance and retention risks, but difficult discussions—like layoffs, feedback, and conflict resolution—should always be human-led. Consider AI your talented research assistant who preps you for the conversation, not the one who delivers the message.

Tomorrow’s HR leaders will master the art of AI mentorship.

AI has clocked in for its first day on the job, and will be climbing the corporate ladder faster than you think. The most forward-thinking HR leaders won’t just adopt it—they’ll shape it. By guiding AI with strategic oversight and a human-first approach, they’ll ensure their workplaces remain authentic, engaging, and built for the future.

Because, just like any ambitious new hire, AI will thrive or flounder based on the structure, training, and oversight it receives. The best workplaces won’t sound robotic because the humans behind them won’t allow it.

HR leaders who embrace AI’s potential while guiding it with intention will create workplaces that remain dynamic, connected, and truly engaging. The future of work isn’t just about AI—it’s about how well we mentor it to serve the people who power our organizations.

Looking to strengthen the human connections in your workplace? We’re here to help you bring your talent story to life in more memorable and meaningful ways. Let’s connect.