In a recent LinkedIn post, Ben Eubanks highlights a significant and growing disconnect in the human resources (HR) sector regarding the adoption and application of artificial intelligence (AI). Eubanks points to a new HRCI report that reveals a substantial portion of HR professionals are already integrating AI into their daily workflows, yet many are doing so without adequate organizational support or training.
Eubanks emphasizes the urgency of this situation, stating:
“We’re using the tools… but we’re not preparing people to use them well. Would we every do that in the everyday course of business? OF COURSE NOT. We wouldn’t let someone use technology, equipment, or other resources without teaching them how to use them fairly and carefully.”
This observation underscores a critical oversight in many organizations, where the rapid integration of AI tools, particularly generative AI, has outpaced the development of necessary training protocols. Eubanks argues that this lack of preparation is not just a matter of efficiency but also of responsible technology use.
The Pervasive Use of AI in HR
The HRCI report, as cited by Eubanks, indicates that nearly three-quarters of HR professionals are using AI daily or weekly. This widespread adoption signifies that AI is no longer a futuristic concept for HR but a present-day reality. However, Eubanks notes a stark contrast between this adoption rate and the preparedness of the workforce.
“Almost 60% of HR teams say they’ve received little to no training from their organization on how to use AI responsibly or effectively,” Eubanks writes, pointing out the significant gap between AI utilization and AI competency.
Leadership’s Role in AI Adoption
According to Ben Eubanks, the challenge of AI adoption is fundamentally a leadership issue, not merely a technological one. He observes that organizational support plays a crucial role in how HR professionals perceive and interact with AI. When employees feel encouraged and supported, their apprehension towards AI diminishes, fostering greater confidence and effective usage.
Conversely, Eubanks points out that when individuals are left to navigate AI tools independently, fear and uncertainty tend to increase. This highlights the need for proactive leadership to guide AI integration effectively.
“AI adoption isn’t just a technology problem—it’s a leadership problem.”
As organizations continue to ramp up their AI investments—with 92% planning to do so, according to HRCI research—Eubanks stresses the impending need for intensive upskilling. He notes that only 1% of companies feel they have mature AI deployment strategies, indicating a vast landscape for improvement and development.
HR’s Capacity for Adaptation
Despite the challenges, Eubanks offers an optimistic perspective, drawing parallels between the current AI shift and previous major transformations in the HR field. He reminds readers that HR professionals have successfully adapted to significant changes such as the rise of remote work, social media integration, and mobile technology.
“HR isn’t new to navigating tectonic shifts,” Eubanks asserts. “We adapted to remote work, to social platforms, to mobile everything. This is another chapter in that story.”
He encourages HR leaders to proactively engage with AI, positioning themselves to shape its ethical and effective adoption within their organizations. Eubanks concludes with a clear call to action for executives:
“HR is already using AI. What’s missing isn’t willingness—it’s support. Invest in training. Build cross-functional teams. Set guardrails. Give HR a seat at the table for AI strategy.”
Eubanks’s analysis serves as a critical reminder that while the technology is here, successful and responsible AI integration hinges on organizational commitment to training, support, and strategic leadership, ensuring HR is prepared to lead the way in this new era.
📝 About This Content
This article is based on insights shared by Ben Eubanks on LinkedIn.
📅 Originally posted on November 28, 2025 | View original post on LinkedIn →