Artificial intelligence is woven into nearly every part of work life. But as AI becomes more capable, a new question is surfacing in HR circles: how much work should still be done by people?
During its October 2025 HR Symposium, Gartner projected that by 2032, legislation in many of the world’s largest economies could mandate “certified human quotas.” These quotas would dictate a certain percentage of human involvement in automated work. Some predict it will create new jobs such as AI Reviewers, AI Auditors, etc.
AI can make decisions faster and crunch more data than any of us, yet it lacks the human elements that define a healthy workplace such as empathy, fairness, creativity, and accountability. Some organizations are already experimenting with policies, often referred to as human-in-the-loop policies, that require a person to review or approve any AI-generated decision, especially when it affects employees.
Supporters see this as a way to protect the value of human judgment. Critics worry it could slow innovation or become difficult to measure. The conversation itself signals that we’re entering an era where HR must actively shape how humans and AI work together.
This isn’t about resisting technology; it’s about preserving the human experience at work. Employees want to know that the people leading them are still the ones making meaningful decisions, not algorithms.
What HR Leaders Can Do
- Define where human input matters most. Identify which processes, such as hiring, performance reviews, or engagement strategies require a human touch.
- Be transparent about AI use. When employees understand how and why AI is used, trust grows and they are more likely to embrace it.
- Invest in skills that machines can’t replicate. Communication, creativity, problem-solving, and emotional intelligence will only become more valuable. AI cannot replicate these qualities and skills.
- Reframe the conversation. Instead of “AI replacing jobs,” focus on how humans and technology can enhance each other’s strengths.
As AI takes on more of the work, HR’s role becomes even more human – ensuring people remain at the center of how work gets done while using AI to create efficiencies.
ASE Connect
Sample AI Policy – ASE members can access a sample AI policy in CCH AnswersNow. This is accessible under My Research Tools in the ASE Member Community.
AI Toolkit – ASE has created an AI toolkit, offering a range of AI resources including a sample policy, AI prep guide, survey data, and an on-demand webinar.
AI Micro-Certification – Earners of this micro-certification gain an overview of how to utilize Artificial Intelligence in the business world including in HR and recruitment. View courses here. Contact Roseatta Stoops to learn more about the curriculum.
Sources: Gartner; peoplemanagement.co.uk; Future Ready Leadership podcast