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Artificial intelligence is reshaping the workplace, and HR leaders are at the center of this transformation. But amid new efficiencies and automation, the central question remains: How do we use AI to elevate—not replace—the human experience at work?
In a recent GoProfiles panel, HR executives from Zapier, Miro, and Bloomerang shared candid insights on leading AI transformation with empathy, strategy, and accountability. Moderated by Sarika Lamont, Chief People Officer at Vidyard, the conversation explored practical applications, ethical guardrails, and ways to build trust across organizations.
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Speakers
Sarika Lamont: Chief People Officer at Vidyard (moderator)
Brandon Sammut: Chief People Officer at Zapier
Manjuri Sinha: VP of People at Miro
Amy Mencarelli: Sr. Director of People and Culture at Bloomerang
Key Takeaways:
AI should augment, not replace: The biggest wins come from automating repetitive tasks so HR can focus on meaningful, human interactions.
Start with the problem, not the tool: Successful AI adoption begins by identifying real business challenges.
AI fluency is the new skill set: Future HR and business roles will require literacy in AI tools and their applications.
Bias and ethics need governance: Keep humans in the loop for critical decisions, and involve ERGs and cross-functional teams in testing.
Transparency builds trust: Employees must see the why behind AI adoption, from efficiency gains to alignment with company values.
Culture is a shared responsibility: HR may raise red flags, but ethical AI practices must be owned at the leadership level.
Start with the Problem
For HR leaders navigating AI adoption, the starting point isn’t the technology—it’s the business problem.
“I would always go back to the problem first,” said Manjuri Sinha, VP of People at Miro. She emphasized that the “why” behind AI must always be about solving meaningful challenges for employees and the business—not about cutting staff costs or chasing the latest tool.
Brandon Sammut agreed that AI’s highest value comes when it clears space for HR to focus on moments that matter.
“With AI and automation, we can get our employees a lot of questions answered automatically, which means better service for them,” said Brandon Sammut, CPO at Zapier. “And then you can think about the bandwidth it frees up on our teams—that’s the opportunity in front of us.”
“AI gives us the gift of time back—so we can reinvest in the human moments that matter.”
—Brandon Sammut, CPO at Zapier
Amy Mencarelli shared a similar perspective from Bloomerang: “Our team lives and works in Slack. So we built there, making sure employees could get answers anytime of day. That’s improved their experience and reduced manual work for HR.”
“Start solving where it really matters. The ‘why’ is everything.”
—Manjuri Sinha, VP of People at Miro
Talent Strategy = AI Fluency
As organizations adapt, talent needs are shifting—and AI literacy is emerging as a baseline requirement.
Sinha explained that sales and customer-facing roles, in particular, are starting to require a degree of AI fluency. Leaders need to think differently about job design, and HR must decide whether to build, buy, or grow those capabilities. Upskilling is central to the answer.
“AI can only do something that already exists—it’s not a philosopher. That’s where human beings come through,” Sinha reminded.
Brandon added a practical lens: “As we start to realize gains from automation, the real question is how we spend that time. I’m willing to bet HR will invest it in the moments where the human touch really counts.”
“Despite all kinds of technology, sailors are still taught to navigate with the stars. The same is true for our jobs—AI will automate parts, but the human core will remain.”
—Manjuri Sinha, VP of People at Miro
Ethics and Bias: Keep Humans in the Loop
The panelists were clear—AI cannot be left to make high-stakes people decisions alone.
Amy Mencarelli described Bloomerang’s deliberate approach: “We’ve put multiple approvals in place—HR, IT, and security—before moving forward. We’re running small pilots, making sure tools really work before rolling them out org-wide.”
Sinha warned of hidden risks: “There was a case where ChatGPT suggested higher salaries for male names than female names. That’s bias showing up in the model.”
Her conclusion: resume-screening tools that “pick” candidates are not reliable without human oversight.
Brandon underscored the principle:
“AI is moving fast, but the values we lead with—ethics, transparency, and humanity—don’t change.”
—Brandon Sammut, CPO at Zapier
“AI is moving fast, but the values we lead with—ethics, transparency, and humanity—don’t change.” —Brandon Sammut, CPO at Zapier
Amy agreed that checks and balances matter: “We don’t want to rush into a headline later because of a bad decision.”
“Pilots and oversight may slow us down, but they protect employees and the business in the long run.”
—Amy Mencarelli, Sr. Director of People and Culture at Bloomerang
Building Trust Through Transparency
Employees often meet AI with fear: Will it take my job? Is it safe? HR leaders must create trust by opening the conversation.
Bloomerang’s first step was simply giving permission. “In 2023, the first question we got was, are we allowed to use AI? So we started there, then created regular team syncs to share what we’re learning—wins, blockers, even failures,” said Mencarelli.
Sarika Lamont described a lightweight but powerful tactic: Vidyard’s #ai-captain Slack channel. Employees voted on the name, and it became a place to share experiments, mistakes, and headlines. “It’s funny, it’s transparent, and it creates psychological safety,” she said.
“Creating space for learning, laughter, and even mistakes is what helps employees feel safe experimenting with AI.”
—Sarika Lamont, CPO @ Vidyard
Privacy, Principles, and the Environment
Audience Q&A surfaced practical dilemmas:
On interview recordings: Zapier allows candidates to opt out but requires interviewers to opt in. Transparency about why recordings are used and how long they’re stored reduced resistance.
On environmental impact: Sammut acknowledged the tension. “It is not an option for us to sit out. AI is core to our mission. But we do factor environmental impact into vendor decisions.”
Sinha reminded the group that AI’s pace means blind spots are inevitable, which is why open channels for feedback are critical.
“We may not have all the answers, but we can set clear guardrails and explain why they matter—that’s what builds trust in the journey.”
—Sarika Lamont, CPO @ Vidyard
EQ Is Still a Superpower
Despite the excitement around technology, emotional intelligence remains at the center of HR leadership.
“Culture isn’t just owned by HR—it’s shared,” said Amy Mencarelli. “Our role is to raise red flags, but it has to be a leadership-wide conversation.”
Sinha emphasized awareness: “Internal campaigns, education, and leadership vision are all essential to easing fear and building trust.”
And Lamont reminded the group: “The more real and human we can be as leaders—saying ‘I don’t have all the answers’—the more trust we create.”
“Hard skills may enable AI adoption. But it’s soft skills that build cultures of trust.”
—Amy Mencarelli, Sr. Director of People and Culture at Bloomerang
Final Thoughts
AI is the biggest innovation wave in decades—but HR’s role is not to chase every tool. It’s to design trust, ethics, and culture into the adoption journey. The panel emphasized that success begins with starting from the real problems worth solving, not from the technology itself. By using AI to free HR teams from repetitive work, leaders can reinvest in the human moments that truly matter. Building AI fluency into talent strategy is now essential, as is keeping humans firmly in the loop on pivotal decisions like hiring and promotions. Transparency must become the default, ensuring employees understand not just how AI is being used, but why. And throughout it all, emotional intelligence remains the constant superpower that makes trust, safety, and culture possible.
Tapping into the power of AI doesn’t mean losing sight of people—it means elevating them. GoProfiles is an AI-powered platform built to help people teams celebrate achievements, foster authentic connections, and build thriving cultures in today’s fast-paced world.
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