More human resources teams are using artificial intelligence for a variety of functions. Amazon and Siemens, for example, use AI for HR to analyze résumés and make job recommendations based on an applicant’s skills.
Indeed, 31% of organizations this year report using some type of AI technology, according to a 2025 survey of nearly 10,000 HR professionals by Sapient Insights Group.
Many companies are also creating new HR job titles that require AI skills, such as data literacy, analytics, large-language model prompt engineering, and workflow redesign.
Moreover, in 2026, many organizations are willing to offer higher salaries for AI-related skills, including data science, data analytics, and business intelligence, according to a Robert Half report.
“Historically, technological shifts have reshaped some jobs and the way we work, but they’ve also opened doors to new roles and skills,” said Christina Giglio, technology hiring and consulting expert at Robert Half. “AI seems to be continuing that trend.”
Here are four new HR job titles that are appearing in the AI age, according to experts.
1. AI adoption and employee experience lead
This role coordinates the adoption of AI tools, helping people understand the technology’s value, how to use it, and how it benefits them, ensuring that AI rollouts go smoothly.
“AI doesn’t eliminate people,” says Anthony Donnarumma, CEO of the recruiting agency 24 Seven. Companies need individuals to manage the relationship between human and machine work to ensure the technology produces consistent outcomes and meets an organization’s needs, he says.
Humans are needed to oversee how teams adopt AI in their daily work, says Lana Peters, chief revenue and experience officer at Klaar, a performance management software.
The job often includes training managers, redesigning workflows, and connecting company culture and technology while helping employees adapt to the changes.
“Without this role, AI use is at risk of being done in silos or improperly, which is why we’re seeing this position pop up across the job market,” Peters adds.
2. AI trainer or coach
This role trains AI systems, such as chatbots, AI agents, and other tools, to ensure the technology works effectively to produce the desired HR outcome. This might include organizing data and reviewing it for bias.
“Part technical, part editorial, part quality control,” Ronni Zehavi, CEO and co-founder of HR tech platform HiBob, says the individual in this role curates and labels data for AI to use, reviews outputs, and teaches AI systems how to respond to data to meet company goals.
This person “improves AI quality through hands-on review and feedback,” he explains.
3. People data and AI insights lead
Turning “raw people data,” such as from performance reviews and manager check-ins, into insights that leaders can act on is this role’s focus, Peters says.
This individual helps leaders make data-based decisions on their workforce strategy and better understand “how employees are performing, when they are ready to be elevated to a new role, and when they may be a flight risk,” she adds.
Data literacy, analytical thinking, and the ability to interpret AI outputs are crucial skills for this role, says Lauren Winans, CEO and principal human resources consultant at Next Level Benefits.
“Additionally, employers will value soft skills such as ethical awareness, critical thinking, collaboration, and the capacity to translate AI capabilities into strategic decisions, especially in roles that bridge technology, policy, and operations,” Winans says.
4. Responsible AI and people governance manager
Policies and oversight are needed to ensure that AI use is safe, fair, and transparent; this role sets those “guardrails,” Peters says. This individual oversees how employee data is used and ensures there’s no bias that could negatively impact them, she says.
Also referred to as an AI governance and risk lead, the job establishes policies to “keep AI use safe and compliant” and focuses on privacy protection and accuracy monitoring, helping organizations manage regulatory shifts and legal or reputational risks, Donnarumma says.
Essentially, Zehavi says, the role “guides teams on fairness, transparency, and compliance, helping companies use AI in ways that support people rather than unintentionally excluding them.”
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