Every HR organisation is going through some sort of a transformation today, whether they like it or not. There's been more change in work in the last three years than there were in the previous 50. That means every organisation should be reinventing itself as we speak.

Our job as an industry is to actually look at these tools, not as how they're going to change, but how are they going to finally, finally make our jobs better? How are they going to finally get me out of doing the part of the job that I don't like doing, so that I can do more of the stuff that I do like doing?

People function today have to think and be digital - not do technology projects - but think and be digital. Which means focus on being agile, focus on competitive edge and focus on what it's going to take to drive and align directly to a business result - not an HR result.

This is the difference between a technology transition and an HR transformation. A technology transition basically allows me to do the same thing I was doing before in a new technology. Digital transformation means I'm going to work different, my measures of success are going to be different, and I'm going to digitally transform the function to be able to do things it was never able to do before. That's where generative AI is going to play a huge role.