AI, HR, and the Future of Work: Why Governance Comes First

Artificial intelligence is no longer a future-state conversation.

It is already embedded in how work gets done, often faster than organizations realize. From drafting job descriptions to screening resumes and supporting customer service, AI is quietly reshaping the workplace.

That reality is why conversations about AI are happening everywhere, including beyond traditional tech circles. Recently, Michelle Strasburger, CEO and founder of HR Rebooted, joined the New England Business Report to discuss how organizations should be thinking about AI, workforce impact, and why HR has a critical role to play in what comes next.

From HR Leadership to AI Governance

Michelle’s path to founding HR Rebooted started long before AI became a headline topic. With more than 25 years in human resources leadership roles, largely within technology-adjacent organizations, she spent her career navigating change, complexity, and workforce strategy.

Like many leaders, the pandemic prompted her to step away from corporate life and into consulting. It was during this time that she began actively using AI tools and quickly noticed a pattern. While AI adoption was accelerating across organizations, no one truly owned how it was being used.

“HR kept getting tapped on the shoulder to manage things when no one else knew where they belonged,” Michelle explained. “This time, though, AI actually belongs with HR.”

That realization became the foundation for HR Rebooted and its Governance First approach. The goal was not to slow AI down, but to help organizations adopt it responsibly, transparently, and with people at the center.

Why AI and HR Belong Together

At first glance, pairing human resources with artificial intelligence may feel counterintuitive. For many employees, AI brings fear, uncertainty, and concern about job loss. Michelle believes this is exactly why HR needs to lead.

Organizations cannot afford to let AI adoption happen in the shadows. Employees need clarity on how AI is being used, how decisions are made, and what guardrails exist to protect fairness, data, and trust.

HR is uniquely positioned to:

• Define AI policies and governance structures

• Lead change management and communication

• Ensure ethical use and bias oversight

• Align AI strategy with culture and workforce planning

“This is an AI revolution,” Michelle said, “and it starts with governance.”

Governance is not about bureaucracy or compliance for its own sake. It is about building structure before scale. Without it, organizations risk inconsistent use, legal exposure, employee distrust, and unintended consequences.

Will AI Take Jobs Away?

One of the most common questions surrounding AI is whether it will eliminate jobs. Michelle’s answer is measured and realistic.

AI will disrupt many roles, particularly those heavy in administrative tasks. That disruption, however, does not automatically mean elimination. In most cases, it signals a shift.

Administrative work across functions like HR, customer service, and frontline operations is already being augmented by AI. The opportunity lies in how organizations respond.

Rather than removing people, forward-thinking organizations are:

• Upskilling and reskilling employees for new roles

• Redirecting talent toward oversight, governance, and strategy

• Reducing administrative burden so employees can focus on higher-value work

In HR specifically, tasks like payroll processing and compliance can be streamlined, allowing those professionals to move into emerging areas such as AI governance, risk management, and organizational design.

Even recruiting, once predicted to be fully automated, still requires strong human oversight due to bias risks and contextual decision-making.

“The roles aren’t disappearing,” Michelle noted. “They’re evolving.”

What About Entry-Level and Early Career Workers?

Concerns about AI’s impact extend to younger workers and those entering the workforce. Increasingly, students are thinking about AI when choosing careers, sometimes as early as high school.

Michelle sees this as both a challenge and an opportunity. AI literacy is becoming part of the job description across industries, and organizations must adapt how they recruit, train, and develop early-career talent.

HR will need to rethink:

• How roles are defined when AI is embedded

• What skills matter most at entry level

• How learning and development keeps pace with rapid change

Preparing the future workforce means acknowledging that AI is not optional. It is foundational.

What CEOs Are Asking Right Now

HR Rebooted primarily works with small and mid-sized organizations, many of which are overwhelmed by the pace of AI adoption. The questions CEOs and HR leaders are asking are consistent:

• How do we know who is using AI and how?

• How do we protect trade secrets and sensitive data?

• What risks exist without regulation or clear standards?

• Where do we even start?

The reality is that many organizations either move too fast without guardrails or avoid AI altogether out of fear. Neither approach is sustainable.

Those that find the balance gain a competitive advantage. AI used responsibly can drive efficiency, insight, and innovation. AI used recklessly creates risk.

The Speed of Change and the Need for Continuous Learning

Even for seasoned leaders, the pace of AI advancement is unlike anything seen before. Training quickly becomes outdated, requiring continuous learning and iteration.

Michelle is clear that this should not be intimidating.

“This isn’t something to step away from,” she said. “It’s something to lean into.”

Foundational knowledge matters, but adaptability matters more. Organizations that treat AI education as ongoing, not one-and-done, will be far better positioned for long-term success.

Rebooting HR for What’s Next

AI is changing how work gets done. What it should not change is the importance of people, trust, and thoughtful leadership.

HR Rebooted was built on the belief that governance is not a barrier to innovation. It is what makes innovation sustainable.

As AI continues to reshape the workplace, HR has a rare opportunity to move out of the administrative weeds and into true strategic leadership. For organizations willing to approach AI with intention, transparency, and structure, the future of work is not something to fear. It is something to build.