If you want access to the full recording, join the AIxHR Community on slack where you can get access to a megaset of AIxHR resources, in addition to all the event recordings.
The September edition of The Shape of Work: AI x HR Playbook 2024 was packed with insights from top HR professionals and AI thought leaders. For those who missed the live event, here’s a complete recap of each session’s key highlights, practical takeaways, and valuable insights for HR professionals.
The Shape of Work: AI x HR Playbook 2024 is a dynamic mini-conference series designed to educate and unite HR leaders in exploring how AI is changing the world of HR and the future of work. This event offers a rich blend of engaging panel discussions, expert-led educational sessions, and interactive workshops, making it an essential gathering for HR professionals eager to stay ahead of the curve.
This event is powered by EngageWith
.avif)
About EngageWith: EngageWith is an employee engagement platform that integrates effortlessly within Slack or Microsoft Teams. EngageWith is used by HR and People teams to foster a productive and engaged workforce. EngageWith’s 360-degree recognition, Suggestion Box, Custom rewards, Pulse Surveys, eNPS (and much more) is all you will need to start building a robust employee-first culture. Learn more.
Session 1 | Using AI to Enhance the Employee Journey with Margarita Giannitelli
The event began with a powerful session by Margarita Giannitelli, an HR leader with over 20 years of experience in driving organizational success through people and culture. Margarita’s session titled “Using AI to Enhance the Employee Journey” brought valuable insights into how AI is reshaping HR operations and improving employee engagement.
At the beginning of the session, a poll revealed that 51% of attendees were struggling with engagement as their primary challenge, while 22% were facing difficulties identifying areas to improve. High turnover (17%) and low productivity (10%) were also significant issues. These results directly aligned with the topics of the session, setting the stage for a highly relevant and actionable discussion.
Watch the full session here:
Margarita Giannitelli, Consultant at iPlato Healthcare, & Founder of Culva Group
Margarita is a passionate HR leader with 20 years of experience in building, scaling, and partnering with executive teams to deliver impactful results in people, culture, and People Ops. As the founder of Culva Group(www.culvagroup.com), a global HR services company, Margarita integrates culture, values, automation, and the employee journey into core operations to drive organizational success.
Throughout her career, she has led HR functions across the USA, EMEA, South Africa, and Australia, aligning organizational goals with people operations. She is known for her strategic approach in aligning organizational goals and tech with people operations and her dedication to creating inclusive and equitable workplaces. As a speaker and coach, Margarita is transforming how individuals align with their values, claim their strengths, and move powerfully towards their dreams.
Margarita opened her session by recalling her early days in HR when she often felt overwhelmed and lacked the tools that are now available.
“Years ago, HR was often like the unknown child in companies—there wasn’t much focus on automating processes or enhancing the employee journey,” she mentioned, highlighting the rapid transformation HR has undergone since then.
The Employee Journey: From Chaos to Clarity
Margarita dove into the concept of the employee journey, emphasizing its importance in modern HR. She explained how every interaction—from the moment a job description is posted to an employee’s offboarding—is part of this journey.
“The employee journey is like a map of every touchpoint employees experience in their lifecycle at a company,” she said. Margarita detailed how incorporating AI into this journey can enhance key processes such as onboarding, engagement, and career development.
The Power of AI in Onboarding
Margarita gave an example of her own onboarding experience years ago, where things went wrong—her team didn’t even know she was coming on her first day! With AI, however, such mishaps can be a thing of the past. “Now with AI, we’re winning back time. Onboarding processes can be automated, offering a seamless experience for new hires and saving HR professionals countless hours,” she emphasized.
AI-driven onboarding tools have the ability to provide tailored experiences, automating processes such as document submissions, compliance training, and introductory sessions, ensuring new employees feel welcomed and engaged from day one.
AI-Driven Employee Engagement
Engagement emerged as a central theme in Margarita’s talk, especially how AI can help HR teams improve it. She addressed the challenge of maintaining engagement in today’s hybrid and remote work environments, citing how AI can help identify disengaged employees before it’s too late.
“Gallup’s 2023 report showed that 69% of the workforce in the US and Canada are not engaged, leading to an annual economic loss of $8.8 trillion,” she shared. “But with AI, we can better track engagement levels, conduct surveys, and implement changes quickly.”
Margarita noted the effectiveness of AI in providing real-time feedback and recognition systems, fostering a culture of inclusion and belonging.
AI and Work-Life Integration
Work-life integration, an ongoing challenge for both employees and employers, was another key point in the session. Margarita asked the audience, “Who here is struggling with work-life integration?”—and the chat was flooded with responses affirming this challenge.
She explained how AI tools can assist in managing workloads, automating repetitive tasks, and providing flexible work arrangements. This allows employees to focus on more meaningful work while ensuring a healthier balance between professional and personal life.
“It’s about using AI to give back time—time we can invest in building a more engaged, productive, and satisfied workforce,” she said passionately.
AI-Enhanced Performance Reviews and Development
Margarita discussed how AI is transforming performance management by enabling continuous feedback loops instead of annual reviews prone to recency bias. “With AI, managers can now check in quarterly and update KPIs in real-time,” she explained. This shift toward ongoing assessments allows HR to offer more personalized career development opportunities, contributing to employee satisfaction and retention.
She further emphasized how AI can support career progression by offering clear insights into employee performance, helping create tailored career paths and succession planning.
Recognition, Collaboration, and Culture
The conversation turned to recognition and collaboration—two essential components of a positive employee experience. Margarita highlighted how AI-driven systems can automate recognition programs and foster stronger team collaboration, even in globally distributed teams.
“From automated birthday wishes to celebrating work anniversaries, AI helps us make sure employees feel valued and seen,” she remarked, adding that AI-driven collaboration tools ensure seamless communication, no matter where team members are located.
Key Takeaways
- AI for Onboarding: Automate onboarding processes to offer a smooth, engaging experience for new hires.
- Employee Engagement: Use AI to monitor engagement levels, run surveys, and quickly implement changes based on real-time data.
- Work-Life Balance: Leverage AI to automate repetitive tasks and give employees more control over their work schedules, improving work-life integration.
- Continuous Feedback: Replace outdated annual performance reviews with ongoing feedback and real-time data tracking.
- Recognition and Collaboration: Implement AI-driven recognition programs and collaboration tools to foster a positive, inclusive work culture.
Closing Thoughts
For the 51% grappling with engagement, AI tools offer a scalable solution to track and boost morale. For those struggling with high turnover and identifying areas for improvement, AI presents a proactive approach to performance management, enabling HR leaders to move from reactive to preventative strategies.
Margarita concluded her session by urging HR leaders to embrace AI as an enabler, not a replacement, for human touchpoints in the employee journey.
AI is our co-pilot, helping us navigate the complexities of modern HR while ensuring we stay focused on what matters most: our people.
Session 2 | Panel discussion: AI-Powered Inclusion: Shaping Diverse, Equitable, and Human-Centered Workplaces with Patricia Souza, Diljot Kaur, Ginger Dhaliwal
AI has the potential to help us reduce biases in recruitment and foster more inclusive workplaces, but only if we use it thoughtfully and ensure that the data and models we build reflect the diversity of society.” – Patricia Souza
This engaging panel discussion, moderated by Varun Ramakrishnan, delved into the transformative power of AI in promoting diversity, equity, and inclusion in today’s evolving workplaces. Panelists Patricia Souza, Diljot Kaur, and Ginger Dhaliwal brought their vast experience in leadership, talent management, and innovative workspace design to the table, exploring how AI can enhance team performance and foster inclusive, tech-driven environments.
The session’s starting point revealed an interesting challenge. According to a live poll of attendees, 60% were not familiar with AI’s role in promoting diversity and inclusion, while only 8% felt they were very familiar. Additionally, only 14% of organizations represented in the audience were already using AI for DEI initiatives, with over 50% not yet utilizing these tools. This underscored the importance of raising awareness and providing practical examples during the session.
Watch the full session here:
Patricia Souza | Co-Founder of WeSTEM+, Leadership Development & Inclusion Consultant
Patricia is a Leadership Development and Inclusion Consultant dedicated to transforming individuals into exceptional leaders and building high-performing teams. Her expertise lies in program leadership, mentoring, and fostering diversity, enabling me to design and implement strategies that promote a culture of belonging and empowerment. In addition to her professional role, she co-manages and co-founded WeSTEM+, serves as a board member of the BeLux Chapter, and co-chair the Membership Stream for the NextGen chapter of Lead Network. These roles underscore her commitment to advancing gender equality and supporting the next generation of tech leaders. With over 20 years of experience, she has led more than 300 individuals and trained thousands of executives globally. Her journey has fueled her passion for diversity and inclusion (D&I), driving her mission to create a more inclusive and equitable business world
Diljot Kaur | Vice President People, Culture & Systems, SB Energy
Diljot Kaur is the Vice President of People, Culture & Systems at SB Energy. She specializes in talent management, employee experience, and people strategy, particularly for high-growth companies. With over 15 years of experience, Diljot has held leadership roles at SoftBank Group International, SB Energy, and SABMiller, focusing on cultivating diverse and inclusive cultures, advising CXOs, and driving business impact through people strategies. She is passionate about developing leaders and fostering communities both internally and externally.
Ginger Dhaliwal | Co-Founder at Upflex
Ginger Dhaliwal is an entrepreneur and angel investor with over two decades of experience dedicated to transforming the workplace. As the co-founder of Upflex, Ginger has been at the forefront of reimagining how companies empower their teams, using flexible workspaces and cutting-edge technology to enhance employee well-being and productivity. Her passion lies in the exciting intersection of AI, people, processes, and place—the very core of where the future of work is being shaped. Ginger believes in the power of AI to revolutionize Human Resources, making processes smoother, smarter, and more human. She’s always exploring how AI can create better, more connected work environments that put people first. Whether it’s improving recruitment, fostering collaboration, or building dynamic spaces,
Ginger’s vision is all about using AI to spark innovation and help employees thrive at every stage of their journey. As a passionate angel investor, Ginger is dedicated to supporting startups that are harnessing AI to transform HR and workplace solutions. One such company is Mattermore.ai, an AI-driven platform focused on people operations. Through her investments and mentorship, Ginger continues to champion the future of work, making a real impact on the next generation of workplace technologies. She’s also a member of the Forbes Technology Council, where she’s shaping conversations and driving forward new ideas in HR and AI innovation.
Varun Ramakrishnan | Head of Product @ Keka
Varun’s mission has always been about adding positivity to every life he touches. Over a distinguished decade-long journey, he has left his mark across sectors such as eCommerce, Digital Marketing, CRM, Business Performance, Customer Experience & Employee Experience. Being an Empathetic Product Leader & Innovative Intrapreneur, he is known for building & scaling high performance teams and crafting user-centric products that perfectly balance performance and aesthetics.
Varun is not only an engaging speaker but also an attentive listener. He actively mentors & coaches product/tech enthusiasts and believes in giving back to the community. A lifelong learner; he thrives on the mantra of learn, unlearn, and relearn!
AI’s Role in Reducing Bias in Recruitment
Patricia Souza opened the conversation by addressing AI’s capacity to mitigate biases in recruitment, a critical point in the journey toward building inclusive workplaces. Drawing from her experience in leadership and diversity, she highlighted how AI can remove subjective barriers like names or photos that often unconsciously influence hiring decisions.
“AI has the potential to increase our human capabilities by reducing biases,” Patricia emphasized. She shared an example from her network, where a PhD thesis revealed significant biases based on names in recruitment processes. By anonymizing candidates through AI, companies can shift focus purely to skills, minimizing the influence of superficial factors.
However, Patricia also cautioned about the limitations of AI, noting, “The data AI uses is only as unbiased as the people and systems that develop it.” While AI can help mitigate bias, she urged for vigilance in ensuring that AI models are trained on diverse data sets and constantly monitored for potential prejudice.
AI’s Impact on Talent Management in High-Growth Companies
Diljot Kaur followed by discussing AI’s transformative effect on talent management within high-growth organizations. She pointed out that AI-driven tools, particularly in recruitment, can assist companies with limited resources by streamlining processes such as candidate screening. “AI has come to the rescue of organizations that don’t have a lot of resources to throw at people problems,” Diljot remarked, emphasizing the value of AI in rapidly growing firms where every efficiency counts.
However, she noted a critical challenge: AI tends to replicate existing biases. “AI can replicate the biases of interviewers and the types of profiles a company is accustomed to hiring,” she warned. Diljot stressed the importance of human oversight in the process, pointing out that while AI provides a strong starting point, it should not replace human judgment. “It’s key to use AI as an assistive tool but still spend the time to manually review and ensure you’re not missing out on diverse candidates.”
AI in Designing Flexible, Inclusive Workspaces
Ginger Dhaliwal shared her insights on how AI can support the design of more inclusive, flexible environments, especially in the age of remote work. As workplaces become more distributed, Ginger highlighted the importance of using AI tools to ensure employees remain engaged and connected, regardless of their location.
“When I think about AI and the workplace, I’m really thinking about, you know, how do we supercharge the digital workplaces that we are in.” Ginger stated, pointing to tools like Slack and Microsoft Teams, which now offer AI integrations to track sentiment and facilitate communication in distributed teams. She also touched on AI’s role in fostering inclusivity through real-time language translation and personalized workspace solutions. “Toby is a fantastic platform that’s working to break down language barriers during Zoom meetings by translating conversations in real-time,” Ginger explained, illustrating how AI can foster a more inclusive experience for remote employees across different geographies.
Furthermore, she emphasized that AI is already helping companies optimize the physical workspace by predicting how best to assign seats to maximize collaboration. “AI can help ensure the best physical interaction in an office, enhancing the productivity of those in shared spaces,” Ginger shared, showing that AI’s reach extends beyond virtual workspaces into real-world applications that boost team cohesion.
Ethical Considerations in AI Integration
You can’t just let AI go wild—you need to monitor it, understand how it works, and ensure it’s serving your inclusion goals. – Ginger Dhaliwal
As the discussion turned toward the ethical implications of AI in the workplace, the panelists emphasized the need for caution and transparency. Varun asked the panelists about ethical considerations, prompting Patricia to reiterate the importance of ensuring diverse data sets and proper human oversight. “AI is a tool, but it still requires human judgment to ensure ethical decisions are being made,” she noted.
Diljot stressed the need for “bias audits” in AI systems, particularly in performance management and talent development. “We have to keep testing the system to ensure that AI isn’t reinforcing existing biases, especially when it comes to diverse profiles and underrepresented groups,” she cautioned.
Ginger echoed these concerns, adding that organizations need to build guardrails around their AI systems to ensure ethical outcomes. “You can’t just let AI go wild—you need to monitor it, understand how it works, and ensure it’s serving your inclusion goals,” she concluded.
Conclusion
With 60% of attendees not familiar with AI’s role in promoting inclusion, Patricia, Diljot, and Ginger’s insights aimed to bridge that gap by offering real-world examples of AI applications. Moreover, the fact that 54% of organizations were not using AI tools for DEI highlights the untapped potential in this area. The panelists encouraged HR leaders to take proactive steps in exploring how AI could assist in creating more inclusive environments.
The session highlighted the immense potential AI holds for shaping diverse, equitable, and human-centered workplaces. From reducing recruitment biases to enhancing talent management and designing inclusive workspaces, AI offers powerful tools to drive innovation and growth. However, the panelists agreed that these tools must be used responsibly, with a strong emphasis on ethics, human oversight, and continuous monitoring to ensure they genuinely support diversity and inclusion efforts.
Key Takeaways
- Reduce Bias in Recruitment with AI
Implement AI tools to anonymize candidate details (e.g., names, photos) so you can prioritize skills and qualifications. Ensure the AI models are trained on diverse data sets to avoid biased outcomes. Regularly review and update your AI systems to maintain fairness. - Use AI as an Assist, Not a Substitute
Leverage AI-driven tools to streamline recruitment and talent management, particularly in fast-growing organizations with limited resources. However, ensure that human oversight remains integral. Manually review candidate profiles and performance data to maintain fairness and inclusivity in decision-making. - Enhance Inclusivity in Digital Workplaces
Utilize AI features within platforms like Slack and Microsoft Teams to monitor employee sentiment and foster better communication. These tools can help you keep remote and hybrid teams engaged and ensure everyone feels included, regardless of their location. Regularly check-in with teams to validate the insights AI provides. - Optimize Physical Workspaces with AI
Use AI to predict and arrange seating in physical offices to boost collaboration and employee interaction. This can be especially useful for companies transitioning back to in-office work. Ensure that your office setup supports interaction without compromising individual work needs. - Commit to Ethical AI Practices
Regularly conduct bias audits on your AI tools, particularly for performance management and talent reviews, to prevent reinforcing existing biases. Make sure your AI decision-making processes are transparent and involve clear communication with employees to maintain trust and inclusivity.
AI Tools Mentioned
- Toby: Real-time language translation during virtual meetings, breaking down communication barriers for distributed teams.
- Read.ai: Analyzes sentiment and participation levels during meetings, helping to foster more inclusive discussions.
- Donut (Slack integration): Encourages employees to connect with others they may not usually interact with, improving engagement in remote teams.
- Loom: Facilitates asynchronous communication by allowing users to record video messages and share transcripts for efficient, remote collaboration.
- GoSpace: AI-powered seating optimization tool for physical offices, designed to enhance in-person interactions.
- Microsoft Teams: Includes accessibility features like speaker coaching, sentiment analysis, and tools for improving inclusivity in digital meetings.
Session 3 | Workshop: The AI-Q Test: How AI-ready are you? with Iwo Szapar
In this engaging session, Iwo Szapar shared key findings from his global study conducted in collaboration with Harvard scientists, revealing insights into how companies across various industries are embracing AI.
With a focus on knowledge workers, Iwo explored the current state of AI maturity and presented a live benchmarking exercise to help attendees determine their own AI Maturity Index Score.
Watch the full session here:
Iwo Szapar | Co-Founder and CEO of RemoteHow
Iwo Szapar, an advisor and entrepreneur, has influenced over 3000 companies to work smarter, not harder through initiatives like Remote-how and AI-Mentor. He’s also helped grow remote work & AI communities through the Remote-First Institute and the Saudi AI Leadership Forum. The author of “Remote Work Is The Way” and a speaker at 200+ events, Iwo blends work insights with passions for surfing, DJing, and world travel with his dog, proving work and life can mix perfectly.
It’s not enough to just start using AI—you need to understand how ready your team is and what gaps you need to fill. – Iwo Szapar
Iwo began by addressing a sentiment that resonates with many: “AI is overwhelming.” He highlighted a significant concern among workers; 47% are worried that AI could lead to job loss in the next five years. Despite these fears, Iwo’s message was clear—AI is not here to replace human workers, but to augment their abilities. As he put it, “AI can help us do things faster and better, but there will always be tasks that require a human touch.”
Understanding AI Maturity
One of the key elements of Iwo’s session was the introduction of the AI Maturity Index. This tool is designed to help organizations measure where they stand in their AI adoption journey. Iwo explained that many businesses are still in the early stages of integrating AI into their operations, and understanding their current level of readiness is the first step toward leveraging AI effectively. “It’s important to know where you are before you decide where you want to go,” Iwo emphasized. The AI Maturity Index allows companies to benchmark themselves against others in their industry and see how they stack up in terms of AI use.
While AI is being adopted across industries, Iwo shared that 78% of workers are already using AI tools at work, but they often feel uncertain about which tools to use and how to implement them. “The landscape is chaotic,” he remarked, underscoring the need for a structured approach to AI integration.
AI as a Partner, Not a Replacement
Iwo repeatedly stressed the importance of viewing AI as a “co-pilot” rather than a replacement for human workers. He explained that while AI can automate routine tasks, there will always be roles that only humans can fill—particularly those that involve managing change, leading teams, and driving innovation. “Some things will change, some will stay, but AI can be a superpower for those who know how to use it,” he said.
He also pointed out that AI adoption should be thoughtful and deliberate. Simply implementing AI tools without understanding their capabilities or the needs of the organization can lead to inefficiencies. “The key is to understand where AI can support you and where human judgment is still crucial,” Iwo advised.
Task Segmentation and AI Adoption
To help businesses better integrate AI, Iwo introduced the STEP Framework—Segmentation, Transition, Education, and Performance. This framework provides a structured way for organizations to categorize tasks into those that can be automated, augmented by AI, or left to human workers. Iwo suggested that companies “start by segmenting tasks, understanding where AI can make the most impact, and where human oversight remains essential.”
He also encouraged organizations to host AI hackathons as a way to explore new use cases for AI within their business. Hackathons, Iwo explained, are “a great way to get people comfortable with AI and to solve real business challenges using AI tools.” He suggested that even non-technical teams can benefit from these collaborative sessions, which often lead to creative solutions and increased buy-in from employees.
The Path Forward for HR Leaders
Iwo’s session was particularly relevant for HR leaders looking to navigate the complexities of AI adoption. He urged them to take a proactive approach, starting with an honest assessment of their organization’s AI maturity. “It’s not enough to just start using AI—you need to understand how ready your team is and what gaps you need to fill,” he said.
He also warned against over-reliance on AI, advising HR leaders to maintain a balance between automation and human judgment. “AI can help reduce bias and make recruitment more efficient, but it should never replace human intuition and decision-making,” Iwo cautioned.
Key Takeaways for HR Leaders
▶️ For HR professionals, the session provided several actionable insights. First, Iwo emphasized the importance of evaluating AI readiness. By using tools like the AI Maturity Index, HR leaders can understand where their organization stands and what steps are needed to move forward.
▶️ Second, adopting a balanced approach to AI is crucial. While AI can assist in tasks like recruitment and performance management, “human oversight remains essential,” Iwo reiterated. It’s important for HR teams to review AI-driven decisions to ensure that inclusivity and fairness are upheld.
▶️ Lastly, Iwo encouraged HR leaders to foster a culture of experimentation by hosting internal hackathons. “Hackathons can help teams get creative with AI and find new ways to solve problems,” he said. These events can also help demystify AI and increase comfort levels across the organization.
Tools and Resources from the Session
Throughout the session, Iwo highlighted several tools and resources that HR leaders can use to enhance their AI adoption journey. The AI Maturity Index is a key tool for benchmarking an organization’s AI readiness, while the STEP Framework provides a structured approach to task segmentation and AI integration. Iwo also suggested organizing AI hackathons to encourage collaboration and experimentation with AI tools.
By the end of the session, it was clear that while AI presents numerous opportunities, its successful implementation requires thoughtful planning, ongoing education, and a commitment to maintaining the human element in the workplace. As Iwo put it, “AI is moving fast, but with the right tools and strategies, you don’t have to be left behind.”
We are thrilled to report an overall 4.5/5 rating from the audience, a testament to the value these discussions bring to HR leaders navigating the evolving landscape of AI-driven workplace transformation.
Our poll results further underscored the enthusiasm for continued learning, with 93% of participants expressing interest in more sessions or workshops on AI and its implications for work. Given this overwhelming response, we are excited to announce that we will be organizing more such sessions in the near future.
To stay updated on upcoming mini-conferences and workshops, and to be part of a growing community of HR leaders embracing AI, sign up for the AI x HR Community. Stay ahead of the curve and be the first to know about our next events designed to equip you with the tools and strategies to succeed in the AI-driven workplace.
