The Evolving Role of HR Managers in the 21st-Century Workforce: Insights from Bernadette Bristol-Alagbariya

Human Resource (HR) management is undergoing a seismic shift in the 21st century as organizations grapple with technological advancements, globalization, and evolving workforce dynamics. In a recent interview, Bernadette Bristol-Alagbariya, a distinguished HR professional and graduate of Covenant University, examined the critical role HR managers play in this transformation and how artificial intelligence (AI) is shaping the future of workforce management.

Bernadette, a distinguished leader with diverse certifications in HR, Business Analysis, and IOSH Managing Safely, underscored the dual impact of AI in HR as both an enabler and a source of challenges.

She highlighted how AI is transforming recruitment, employee engagement, and talent retention, making processes more efficient by automating repetitive tasks and enhancing decision-making. However, she cautioned against the uncritical adoption of AI, pointing to ethical concerns such as potential bias and privacy risks that organizations must address responsibly.

Recent studies reveal that over 88% of companies globally are using AI in HR processes, with 60% employing it for recruitment. In Nigeria, however, only 30% of organizations are actively integrating AI tools, reflecting a significant gap in technological adoption. This disparity highlights the urgent need for tailored strategies to prepare HR professionals for an AI-driven future.

Bernadette stressed the challenges associated with AI adoption in HR, including algorithmic bias, potential job displacement, and data privacy concerns.

She noted that while AI enhances decision-making and efficiency, it is critical to preserve the human-centric approach that defines effective HR practices. She explained that HR managers must ensure ethical and inclusive implementation of AI systems while maintaining their focus on empathy and personal connections.

Despite these challenges, Bernadette expressed optimism about the opportunities AI presents. AI-powered recruitment tools reduce time-to-hire significantly, predictive analytics enable proactive workforce planning, and personalized employee engagement programs enhance productivity and morale. She highlighted that the role of HR managers has expanded from administrative functions to strategic planning, data analysis, and cultural stewardship.

AI’s integration into HR also raises questions about the preservation of organizational culture and humanity.

Bernadette emphasized that while AI can handle data analysis and repetitive tasks, it cannot replace the empathy, understanding, and trust-building essential to HR. She called on HR professionals to lead with empathy, using AI as a tool to enhance rather than replace human judgment.

To ensure the ethical and effective use of AI in HR, Bernadette proposed several policy recommendations. These include developing ethical AI standards to mitigate bias, enforcing robust data privacy regulations, and providing training programs to build digital and AI literacy among HR professionals. She also urged organizations to implement strategies to preserve workplace culture and promote inclusivity by auditing AI systems for potential biases. Government incentives, such as tax breaks and funding, could encourage more businesses, particularly SMEs, to adopt AI-driven HR solutions.
Bernadette advised HR professionals to stay informed about emerging AI trends and tools, collaborate with IT teams to align technology with organizational goals, and maintain transparency with employees about AI usage. She also highlighted the importance of professional development and continuous learning to remain competitive in a rapidly changing field.

As AI continues to reshape the workforce, HR managers stand at the intersection of technology and humanity. Bernadette Bristol-Alagbariya’s insights provide a roadmap for navigating this transformation, emphasizing the importance of balancing innovation with empathy. She explained that the HR manager of the future must act as both a strategist and a humanist, leveraging AI to unlock potential while safeguarding the essence of what makes organizations thrive—their people. With the right policies and proactive leadership, the interplay between AI and HR promises to create a future where technology empowers rather than replaces the human workforce.