If you build it, they will lead: A guide to AI literacy in HR

March 31, 2026

Sara Maginn Pacella

AI has moved from an emerging trend into organizational strategy. A new HR report reveals that HR professionals are central to AI adoption, with 81 per cent reporting that they lead all other sectors in workplace AI use. This makes AI literacy a critical objective for HR professionals.

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AI adoption in HR

AI’s potential in organizations and rollout does not necessarily align with best practices for training and adoption. Society of Human Resource Management’s report From Adoption to Empowerment: Shaping the AI-Driven Workforce of Tomorrow demonstrates this: only 43 per cent said they followed change-management best practices when rolling out new AI tools. This uneven application continues despite the fact that those following a structured, best-practices change-management guidebook were 2.6 times more likely to report successful implementation than those using a more reactive approach.

This report also shows that only 25 per cent of HR professionals have played a leadership role in AI implementation, although two-thirds believe HR should lead on change management and training, as HR professionals are suited to help create a framework containing measurable outcomes, cross-departmental collaboration and corporate-culture adoption.

” A new HR report reveals that HR professionals are central to AI adoption, with 81 per cent reporting that they lead all other sectors in workplace AI use ”

AI Competency in HR

When people use AI without clear guidelines, training and implementation, however, results can be spotty. Eighty per cent of American employees surveyed by Cornerstone OnDemand Inc. admit to using AI in the workplace, but they are hesitant to disclose this to management or colleagues because they lack formal AI training and are uncertain about organizational reactions to such practices.

Mike Bollinger, vice president of strategic initiatives at Cornerstone, said, “This survey validates employees’ desires for training, particularly on AI, but shows significant discrepancies on who is receiving it and the key alignments that need to take place across an organization.”

A report from Growclass offers further insight into this usage and secrecy, with 42 per cent of Canadians admitting to using AI tools in the workplace, but only 12 per cent having received any formal training. Because of this, only one-third of those using AI have confidence in their ability to use AI tools effectively.

Critical AI skills for HR professionals

It is essential that HR professionals and other leaders who want a seat at the table during AI implementation understand AI systems and apply critical leadership skills.

HR technology education provides technical AI skills that are valuable to HR professionals, including:

AI tool operation and understanding the basics of utilizing any AI tool your organization is using;
Advanced prompt engineering to provide clear and effective instructions to an AI tool to garner the best possible results;
AI solution design to connect AI tools with day-to-day business applications through understanding both the business needs and how AI solutions can meet these needs; and
An understanding of algorithms and algorithmic matching.

Other technical and durable skills related to HR competency in AI include the below.

Data literacy and analytics: To critically interpret and verify the validity and usefulness of data provided using AI and a mixture of AI and other data-gathering systems.
AI decision-making skills: To be able to bring AI use to the next level by using AI and other data to make informed strategic decisions and recommendations.
Ethical and legal awareness: Keeping on top of legal and ethical requirements related to AI and ensuring that your company meets them (in some regions, this means transparency about using AI in the recruitment process within all job postings).
Prompt engineering to learn how to get useful, accurate and effective results using AI.
Change management to allow learners to lead teams through and to evaluate the implementation of AI tools.

AI adoption in HR

As mentioned earlier, utilizing best practices in change management and dedicated change-management resources for AI rollout can be instrumental to success, as can upskilling staff and having them act as champions for AI implementation. This includes:

Defining the vision and goals of the project (including the what, why and how);
Obtaining active and prominent senior leadership sponsorship;
Providing a deliberate and structured implementation approach;
Regularly engaging and securing feedback from all impacted employees;
Open, transparent and consistent communication;
Engaging in training and supporting teams and their leaders; and
Evaluating and enhancing systems for improvement.

Strategies to create a growth mindset from HR

Education and visibility are excellent strategies HR professionals can use to promote AI products, and it may not take much convincing to get employees on board. A study by the Society for Human Resource Management found that 51 per cent of employees are eager for their companies to train them and implement AI.

When HR professionals are looking to engage in meaningful training, it is imperative to complete thorough research, employ best practices in change management, ensure the hiring of qualified trainers and act as champions for the cause for the HR team and beyond.

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