Deploying AI agents in HR brings significant change management challenges that are often underestimated. AI agents alter roles, decision-making processes and the application of human judgment, write Doug Robinson and Surojit Chatterjee. Many organizations focus on technical rollout but neglect the ongoing work of redesigning workflows, clarifying decision rights and rebuilding trust. Success depends on deliberate investment in change management, including feedback mechanisms, AI fluency training and clear delineation between tasks for agents and humans.

Angela Mancuso, executive vice president of Global HR at AIT Worldwide Logistics, points to AI-powered chatbots and AI-driven ticketing systems as tools that deliver instant support, reduce response times and free HR teams from repetitive inquiries. These AI solutions allow HR professionals to focus more on strategic business initiatives, while also providing employees with seamless, around-the-clock assistance, including in multiple languages for a global workforce.

Consistent, transparent communication remains the leading factor in preventing candidate ghosting, according to the 2026 LiveCareer report. The study highlights that clear updates at every stage, transparency around salary and expectations and defined timelines for next steps are critical in keeping candidates engaged. Employers who focus on regular, meaningful communication are less likely to lose candidates during the recruitment process.

Workday has introduced Sana for Workday, integrating AI capabilities to streamline user interactions and automate processes within the platform. This initiative, following the acquisition of Sana, aims to enhance HR and finance operations through natural language processing and agentic automation, reflecting Workday's vision of autonomous HR driven by AI agents.

A report from AbsenceSoft finds that leave requests have surged by more than 120% over the past three years, posing challenges for HR teams that are managing more cases without additional resources. Recovery from illness is the most common reason for leave, followed by bereavement and bonding with a new child. The report highlights the need for modernized leave management processes, as many organizations still rely on manual methods.