Shaping the Future of HR

Greg Selker, Managing Director Regional Practice Leader Technology, North America at Stanton Chase

Greg Selker is a highly experienced executive search consultant who has helmed key roles in various technology companies. With over 30 years of expertise in technological developments, they have completed numerous searches for CEOs and CXO-level executives. Greg is known for his leadership development sessions and executive coaching relationships with top-level executives. 

In an interview with HR Tech Outlook, Greg Selker shares his insights on the transformative impact of AI and other groundbreaking technologies on the future of HR.

What specific directions do you think are shaping the HR field?

The biggest trend across various industries is the increasing adoption of AI. It is being applied at different levels, such as process automation, machine learning, and generative AI, which combines automation and machine learning with data analysis to deliver qualitative outcomes. In the realm of HR, this trend has significant implications for various tasks and roles.

Numerous routine and menial HR tasks, such as payroll processing, form completion, and rules-based outcomes, can be efficiently automated using process automation and machine learning. As a result, HR professionals can redirect their focus to more complex and strategic aspects of their roles. Consequently, this paradigm shift requires HR executives to adopt a more strategic mindset.

Currently, most HR professionals spend approximately 70 percent of their time on tactical tasks, 20 percent on strategic tasks, and, if they are fortunate, only 10 percent on transformational activities. However, with automation and AI taking over many tactical tasks, HR executives need to allocate more time to strategic endeavors and transformational initiatives.

Furthermore, existing HR software systems, such as applicant tracking systems and performance management platforms, are rapidly incorporating process automation and machine learning capabilities. This provides an exciting opportunity for HR executives to lead the development of more strategic initiatives within these systems. For instance, within an applicant tracking system, they can create a structured interview process with competency- and value-based criteria to optimize the hiring process.

In summary, the future of HR lies in leveraging AI and automation to prioritize strategic and transformational initiatives, and HR executives will play a pivotal role in driving these advancements within existing software infrastructure.

What are the primary requirements organizations should consider when seeking technology partners for AI adoption in HR to ensure the right fit?

The primary consideration when selecting technology partners for AI adoption in HR is the level of programmability and customization offered by each system. While vendors may claim superiority, the key question is whether the organization has the mandate and resources to implement its specific HR processes effectively.

"The future of HR lies in leveraging AI and automation to prioritize strategic and transformational initiatives, and HR executives will play a pivotal role in driving these advancements within their existing software infrastructure"

HR executives should conduct thorough research before choosing a system, identifying common structures and critical elements for their organization. Once established, they must ensure sufficient resources and organizational commitment to effectively implement these concepts. The ultimate goal is to move beyond superficial presentations and integrate AI-powered processes into performance tracking, evaluation, and hiring decisions.

As a retained executive search consultant, my role involves working with CEOs and heads of HR and people operations to bring key talent into their organizations, helping them create structures that consider important trends.

One such trend is pay transparency, which will impact every company. HR has a critical role in dealing with pay transparency and performance management. Companies should avoid implementing pay transparency separately from performance management. Instead, intelligent HR officers and strategic-minded individuals in compensation, benefits, and organizational learning and development are seizing this opportunity to identify criteria for high performance in every role and function. High performance should be tied to higher compensation, and this approach should be integrated into both pay transparency and performance management systems and cultures.

How do you envision the future of the HR landscape a few years down the line?

AI, specifically machine learning and rules-based automation, will indeed free up more menial and automated tasks within the HR function. This will require HR executives to shift their focus towards being more strategic and transformative for their companies. However, this transformation may result in some individuals being displaced if they are not able to adapt to the new strategic mindset and approach.

While AI will replace the more task-oriented elements of various HR functions, it will not entirely obliterate HR. Instead, it will enhance the strategic thinking required in talent acquisition, organizational learning and development, compensation and benefits, and HR business partners. These roles will demand individuals who can generate content and define strategic elements within their respective areas.

Do you have any words of advice for your fellow professionals who are about to embark on a similar venture along the lines of your expertise?

This is an exciting moment for human resources—an opportunity for HR executives to demonstrate their strategic value and connect the dots between different functional areas within their companies. HR can become the glue that joins together technology, development, sales, marketing, finance, manufacturing, operations, facilities, and every aspect of the company. My advice is to lean onto this opportunity, embrace it, and become an HR leader who strategically adds value by implementing systems that drive positive impact throughout the organization.

Machine Learning

Process Automation