At the Unleash World HR Tech and AI Conference in Paris, attended by Managing Director, Claire Harrison, Gianna Driver, Chief People Officer at Lattice, delivered an insightful presentation titled “Optimising Your HR Tech Stack with AI = Good Business + Happy People.” In her session, Driver explained how integrating artificial intelligence (AI) into HR technology can not only enhance organisational efficiency but also significantly improve employee satisfaction.
What Is an HR Tech Stack?
Driver began her presentation by defining what an HR tech stack is—a suite of interconnected digital tools and technologies that HR teams use to manage their workflows. “Think of it like a stack of books,” she explained. Each tool represents a different HR function, from applicant tracking systems (ATS) to HR information systems (HRIS) to performance management platforms.
In most companies, these tools are foundational to day-to-day HR operations, but often, they don’t integrate seamlessly. This is where AI comes in. “AI enables these tools to communicate with each other, making it easier to extract insights and take meaningful action based on data,” Driver said.
The Role of AI in HR
Driver emphasised the growing importance of AI in helping HR teams streamline their processes and make more informed decisions. One of the key benefits of AI is its ability to process vast amounts of data—both structured (such as numerical metrics) and unstructured (such as text-based survey responses)—to help HR teams quickly understand patterns and make decisions faster.
“AI can take the data from multiple systems in your tech stack, analyse it, and present insights that help you make better decisions,” Driver explained. “It’s a game-changer for HR professionals who want to move from being reactive to proactive.”
In practical terms, AI can support HR in areas such as:
- Engagement surveys: AI can rapidly analyse survey results and identify trends or pain points, allowing HR teams to take swift action to improve employee morale.
- Performance reviews: AI can help by synthesising 360-degree feedback, identifying strengths and areas for development, and recommending personalised learning and development opportunities for employees.
- Automation of administrative tasks: AI can reduce the time spent on routine HR queries (e.g., questions about payroll or benefits), freeing up HR professionals to focus on strategic initiatives.
Building an AI Governance Committee
One of the most valuable pieces of advice Driver shared was the importance of establishing an AI governance committee. “This is essential for ensuring that your AI initiatives align with company values and ethical standards,” she said. The committee should include a diverse group of stakeholders, such as HR leaders, legal experts, IT professionals, and business executives, to ensure AI is being used responsibly and effectively across the organisation.
For instance, Driver explained that at Lattice, the AI governance committee plays a crucial role in setting boundaries around AI use, such as “not using AI to make decisions about hiring or firing employees.” Instead, AI is used to enhance decision-making processes by providing data-driven insights, while the final decisions remain with human managers.
This approach ensures that AI is a supportive tool rather than a replacement for human judgment, a critical consideration when dealing with sensitive issues like employment decisions.
The Benefits of AI-Driven HR Tech
Driver highlighted several specific use cases where AI has significantly improved HR operations at Lattice. One example was the company’s AI-powered “people bot,” which provides employees with immediate answers to frequently asked questions, such as how to access payslips or update personal information. This not only saves HR time but also improves the employee experience by offering fast, reliable service.
Another benefit of AI in HR is its ability to improve the performance review process. “AI can take all the feedback an employee has received—whether from self-reviews, peer reviews, or manager evaluations—and distill that into actionable insights,” Driver explained. This enables managers to offer more targeted development plans and helps employees understand the steps they need to take to grow within the company.
Driver also discussed how AI can help create personalised career development plans. By analysing employee data, AI can recommend learning resources, courses, or mentorship opportunities tailored to individual employees’ goals and areas for growth. “This not only improves engagement but also helps employees feel supported and valued,” she said.
Challenges in Implementing AI in HR
While AI offers significant benefits, Driver also acknowledged the challenges of implementing AI solutions in HR. One of the main hurdles is ensuring that employees adopt these new technologies. “You can have the best tools in the world, but if people don’t use them, they’re useless,” she noted.
To overcome this, Driver recommended a strong focus on employee education and change management. “It’s important to invest time in helping employees understand how these tools will make their lives easier,” she advised. This could involve training sessions, clear communication about the benefits of AI, and ongoing support to ensure smooth adoption.
Measuring the Success of AI Initiatives
Driver emphasised the importance of establishing clear metrics to evaluate the success of AI initiatives. “Start by identifying the problem you’re trying to solve,” she suggested. Whether it’s reducing the time HR spends on administrative tasks or improving employee engagement, having a baseline measurement allows companies to track progress and assess the impact of AI.
For example, if an AI tool reduces the number of HR support tickets by 20%, that’s a measurable success that demonstrates the value of the investment. Similarly, if AI-driven insights lead to improved employee retention rates, that’s another clear metric that justifies continued investment in AI.
Claire’s Top 5 Take-outs from the Presentation
After attending Gianna Driver’s presentation, Claire reflected on the key takeaways for businesses looking to optimise their HR tech stack with AI:
- Establish an AI Governance Committee: This ensures that AI is used responsibly and ethically in your organisation. Make sure the committee includes representatives from HR, legal, IT, and business leadership.
- Start with the Problem: Don’t adopt AI just because it’s trendy. Identify the specific problem you’re trying to solve and implement AI solutions that address those needs.
- Invest in Employee Education: Ensure your employees understand the benefits of the AI tools you’re introducing and provide ongoing support to encourage adoption.
- Measure ROI: Establish clear metrics to track the impact of AI. Whether it’s time saved on administrative tasks or improvements in employee engagement, having measurable outcomes will demonstrate the value of AI.
- Personalise the Employee Experience: Use AI to provide personalised career development opportunities, which can improve engagement and retention.
AI and the Future of HR
Gianna Driver’s presentation highlighted the transformative potential of AI in the HR space. By integrating AI into the HR tech stack, businesses can streamline operations, improve employee satisfaction, and make more data-driven decisions. However, success requires a thoughtful approach, including strong governance, a focus on employee adoption, and clear metrics to measure impact.
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Claire Harrison is the Founder and Managing Director of Harrisons, a flourishing HR consulting business that sprouted in 2009 from Claire’s passionate belief that inspiring leaders and superstar employees are the key success factor to any business. With over 20 years’ experience, Claire has worked as a HR Director of multi-national organisations, as a Non-Executive Board Director, and a small business owner. Claire’s corporate career includes working with companies such as BHP, Westpac, Fonterra and Mayne Nickless.
