{"id":2756,"date":"2026-06-17T19:53:55","date_gmt":"2026-06-17T19:53:55","guid":{"rendered":"https:\/\/www.goprofiles.io\/blog\/?p=2756"},"modified":"2026-06-17T19:53:55","modified_gmt":"2026-06-17T19:53:55","slug":"chief-people-ai-officer-ai-transformation-hr-it-governance","status":"publish","type":"post","link":"https:\/\/www.goprofiles.io\/blog\/chief-people-ai-officer-ai-transformation-hr-it-governance\/","title":{"rendered":"From IT to Chief People and AI Officer: Why AI Transformation Is Becoming a People Problem"},"content":{"rendered":"\n<p>For years, enterprise AI transformation followed a familiar playbook: IT selects the tools, engineering integrates them, and employees are told what\u2019s now \u201cavailable.\u201d<\/p>\n\n\n\n<p>But as organizations move deeper into the AI era, that model is starting to break.<\/p>\n\n\n\n<p>The companies seeing real adoption\u2014and real ROI\u2014are shifting ownership of AI transformation away from IT alone and toward a new kind of leadership model: the <strong>Chief People and AI Officer function<\/strong>, often sitting inside HR, People, or cross-functional leadership teams.<\/p>\n\n\n\n<p>It\u2019s a subtle but important shift. And it\u2019s redefining what \u201cAI readiness\u201d actually means.<\/p>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The IT-Led AI Model Is Hitting Its Ceiling<\/strong><\/h2>\n\n\n\n<p>The traditional approach to enterprise AI enablement is straightforward:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>IT evaluates tools<\/li>\n\n\n\n<li>Procurement approves vendors<\/li>\n\n\n\n<li>Engineering integrates systems<\/li>\n\n\n\n<li>A company-wide rollout email follows<\/li>\n<\/ul>\n\n\n\n<p>And then\u2026 nothing really changes.<\/p>\n\n\n\n<p>As Sarika Lamont of Vidyard observed, this pattern is increasingly common:<\/p>\n\n\n\n<p>AI transformation is often treated as a technology rollout. The assumption is that once the tools are in place, behavior will follow.<\/p>\n\n\n\n<p>But behavior rarely follows.<\/p>\n\n\n\n<p>Instead:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Usage stays superficial<\/li>\n\n\n\n<li>Employees treat AI like \u201ca slightly better search engine\u201d<\/li>\n\n\n\n<li>ROI remains unclear<\/li>\n\n\n\n<li>Six months later, leadership questions adoption<\/li>\n<\/ul>\n\n\n\n<p>The problem isn\u2019t capability. It\u2019s <strong>activation<\/strong>.<\/p>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Real Problem: AI Isn\u2019t a Tech Rollout\u2014It\u2019s a Behavior Shift<\/strong><\/h2>\n\n\n\n<p>The emerging consensus among modern people leaders is simple:<\/p>\n\n\n\n<p>AI transformation is not a tooling problem. It\u2019s a behavior change problem.<\/p>\n\n\n\n<p>And behavior change doesn\u2019t live in infrastructure teams.<\/p>\n\n\n\n<p>It lives in:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Manager behavior<\/li>\n\n\n\n<li>Psychological safety<\/li>\n\n\n\n<li>Learning culture<\/li>\n\n\n\n<li>Incentives and performance systems<\/li>\n\n\n\n<li>Day-to-day workflows<\/li>\n<\/ul>\n\n\n\n<p>As Sarika Lamont, Chief People Officer at Vidyard, highlights, the real blockers aren\u2019t technical at all:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The manager who doesn\u2019t model AI usage, signaling it\u2019s optional<\/li>\n\n\n\n<li>The employee who is unsure if AI will replace their role<\/li>\n\n\n\n<li>The leader who approved the rollout but never uses the tool<\/li>\n<\/ul>\n\n\n\n<p>These are not system failures.<\/p>\n\n\n\n<p>They are <strong>human systems failing to adapt<\/strong>.<\/p>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Why HR Is Emerging as the AI Transformation Owner<\/strong><\/h2>\n\n\n\n<p>The idea that HR or People teams would lead AI transformation still surprises many executives.<\/p>\n\n\n\n<p>As Sarika Lamont shared in a recent reflection, people often react with genuine curiosity when they learn HR is driving AI strategy:<\/p>\n\n\n\n<p>\u201cThe HR person? Interesting.\u201d<\/p>\n\n\n\n<p>That reaction reveals the underlying assumption: AI is still viewed primarily as a technical initiative.<\/p>\n\n\n\n<p>But HR leaders argue something different: AI adoption succeeds or fails based on whether people actually change how they work.<\/p>\n\n\n\n<p>That is fundamentally a People function.<\/p>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Rise of the Chief People and AI Officer Mindset<\/strong><\/h2>\n\n\n\n<p>Across forward-thinking organizations, a new leadership pattern is emerging: HR leaders stepping into AI transformation roles\u2014not as tool administrators, but as <strong>behavior architects of the enterprise AI era<\/strong>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Sarika Lamont: AI as behavior change infrastructure<\/strong><\/h3>\n\n\n\n<p>At Vidyard, Sarika Lamont frames AI transformation as a trust and behavior problem. The focus is not just access to tools, but enabling employees to safely experiment, learn, and integrate AI into real workflows.<\/p>\n\n\n\n<p>Her core insight:<\/p>\n\n\n\n<p>If people don\u2019t feel safe changing how they work, they won\u2019t.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Avani Solanki Prabhaker: AI embedded into ways of working<\/strong><\/h3>\n\n\n\n<p>At Atlassian, Avani Solanki Prabhaker, Chief People and AI Officer, represents a broader shift toward embedding AI into how teams collaborate and execute\u2014not as an external tool, but as part of the operating system of work itself.<\/p>\n\n\n\n<p>This reflects a deeper truth: AI adoption isn\u2019t about usage metrics\u2014it\u2019s about workflow redesign.<\/p>\n\n\n\n<p>When AI becomes part of \u201chow work gets done,\u201d adoption stops being a choice.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Brandon Sammut: AI as a <\/strong>distributed capability, not a <strong>centralized rollout<\/strong><\/h3>\n\n\n\n<p>At Zapier, Brandon Sammut, Chief People and AI Officer at Zapier, approaches reflects a different but complementary philosophy: AI is not something you deploy from the top down\u2014it is something you enable across a distributed workforce.<\/p>\n\n\n\n<p>In highly automated, workflow-driven environments, AI becomes a multiplier of individual agency. The role of People leadership is to ensure employees can safely and effectively build with it.<\/p>\n\n\n\n<p>The result: AI is not a tool employees use occasionally\u2014it becomes part of how they operate by default.<\/p>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Missing Layer in AI Transformation: People + Knowledge Systems<\/strong><\/h2>\n\n\n\n<p>If AI transformation is fundamentally a behavior change problem, then most organizations are missing two critical systems that actually enable that change:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Who people are and how they work<\/li>\n\n\n\n<li>Where knowledge lives and how it is accessed<\/li>\n<\/ul>\n\n\n\n<p>This is where transformation breaks down.<\/p>\n\n\n\n<p>Employees are expected to \u201cuse AI,\u201d but:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>They don\u2019t know who the internal experts are<\/li>\n\n\n\n<li>They can\u2019t easily find trusted knowledge across tools<\/li>\n\n\n\n<li>And they don\u2019t see AI embedded into daily workflows<\/li>\n<\/ul>\n\n\n\n<p>This is the gap between <strong>AI availability<\/strong> and <strong>AI adoption<\/strong>.<\/p>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The People Layer: Making Behavior Change Visible&nbsp;<\/strong><\/h2>\n\n\n\n<p>A Chief People and AI Officer model only works if organizations understand how work actually gets done within the company.<\/p>\n\n\n\n<p>This is where <strong>GoProfiles<\/strong> becomes foundational.<\/p>\n\n\n\n<p>In an AI-driven organization, <a href=\"http:\/\/www.goprofiles.io\">GoProfiles<\/a> helps teams:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Understand who does what across the company<\/li>\n\n\n\n<li>Surface expertise so employees don\u2019t default to guessing or Slack pings<\/li>\n\n\n\n<li>Reinforce new AI behaviors by making collaboration patterns visible<\/li>\n\n\n\n<li>Support managers in modeling adoption across teams<\/li>\n<\/ul>\n\n\n\n<p>Because behavior change doesn\u2019t scale through mandate\u2014it scales through <strong>visibility and reinforcement loops<\/strong>.<\/p>\n\n\n\n<p>If AI is going to change how people work, organizations first need clarity on:<\/p>\n\n\n\n<p>who is working, how they work, and where influence actually sits<\/p>\n\n\n\n<p>That is the People layer of AI transformation.<\/p>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Knowledge Layer: Making AI Usable in Daily Work&nbsp;<\/strong><\/h2>\n\n\n\n<p>Once behavior is visible, the next challenge is execution.<\/p>\n\n\n\n<p>AI adoption fails when employees still can\u2019t find answers fast enough to change behavior in the moment of work.<\/p>\n\n\n\n<p>This is where <strong><a href=\"http:\/\/www.gosearch.ai\">GoSearch<\/a><\/strong> becomes critical.<\/p>\n\n\n\n<p>GoSearch enables organizations to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Unify knowledge across Slack, Notion, Jira, Drive, Confluence, and more<\/li>\n\n\n\n<li>Turn fragmented information into actionable answers<\/li>\n\n\n\n<li>Bring AI directly into workflows instead of making it a separate tool<\/li>\n\n\n\n<li>Reduce dependency on tribal knowledge or repeated questions<\/li>\n<\/ul>\n\n\n\n<p>In practice, this shifts AI from:<\/p>\n\n\n\n<p>\u201ca tool employees try occasionally\u201d<\/p>\n\n\n\n<p>to:<\/p>\n\n\n\n<p>\u201cthe default way work gets done\u201d<\/p>\n\n\n\n<p>And that is the moment behavior actually changes.<\/p>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>AI Transformation Requires a Connected System, Not Isolated Tools<\/strong><\/h2>\n\n\n\n<p>Most companies still treat AI adoption as a tooling rollout problem.<\/p>\n\n\n\n<p>But the organizations getting it right are building something more connected:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"http:\/\/www.golinks.io\">GoLinks<\/a> \u2192 helps people access and share company information faster<\/li>\n\n\n\n<li>GoProfiles \u2192 helps people see each other, understand roles, and reinforce new behaviors<\/li>\n\n\n\n<li>GoSearch \u2192 helps people access knowledge and act on it in real time<\/li>\n<\/ul>\n\n\n\n<p>Together, they form a system most companies are missing:<\/p>\n\n\n\n<p>the ability to connect <em>who people are<\/em> with <em>what they need to know<\/em> at the exact moment work happens.<\/p>\n\n\n\n<p>That connection is what turns AI from an experiment into a habit.<\/p>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Why This Moment Requires a New Type of Leader<\/strong><\/h2>\n\n\n\n<p>The emerging Chief People and AI Officer is not defined by technical depth alone.<\/p>\n\n\n\n<p>They are defined by:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Comfort operating across HR, IT, and Engineering<\/li>\n\n\n\n<li>Ability to translate AI capability into behavior change<\/li>\n\n\n\n<li>Alignment of AI adoption with business outcomes<\/li>\n\n\n\n<li>Ownership of enablement, not just access<\/li>\n<\/ul>\n\n\n\n<p>As Sarika Lamont notes, this is not a role every HR leader is automatically prepared for.<\/p>\n\n\n\n<p>It requires:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Business fluency<\/li>\n\n\n\n<li>Cross-functional authority<\/li>\n\n\n\n<li>Comfort with technical ambiguity<\/li>\n\n\n\n<li>A direct link between capability building and commercial impact<\/li>\n<\/ul>\n\n\n\n<p>But where that capability exists, it becomes a powerful organizational advantage.<\/p>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Future of AI Transformation Is Organizational, Not Technical<\/strong><\/h2>\n\n\n\n<p>The organizations that successfully transition into the AI era will not be those with the most advanced infrastructure.<\/p>\n\n\n\n<p>They will be the ones where:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>People actually changed how they work<\/li>\n\n\n\n<li>Managers actively reinforce new behaviors<\/li>\n\n\n\n<li>Learning is continuous and embedded<\/li>\n\n\n\n<li>AI becomes part of daily decision-making<\/li>\n<\/ul>\n\n\n\n<p>This is not a tooling problem.<\/p>\n\n\n\n<p>It is a human system redesign problem.<\/p>\n\n\n\n<p>And increasingly, that system sits at the intersection of <strong>People leadership, knowledge access, and AI enablement<\/strong>.<\/p>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Closing Thought: AI Transformation Needs a Human Operating System<\/strong><\/h2>\n\n\n\n<p>For years, we assumed AI transformation would be led by the teams that build and deploy technology.<\/p>\n\n\n\n<p>But the more organizations scale AI internally, the clearer the pattern becomes:<\/p>\n\n\n\n<p>Technology enables transformation.<\/p>\n\n\n\n<p>But people determine whether it actually happens.<\/p>\n\n\n\n<p>The companies that win in the AI era won\u2019t just deploy better models or tools.<\/p>\n\n\n\n<p>They will build a human operating system where:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>People understand each other and how work gets done<\/li>\n\n\n\n<li>Knowledge is instantly accessible at the point of need<\/li>\n\n\n\n<li>Leaders reinforce behavior change, not just tool usage<\/li>\n\n\n\n<li>And AI becomes embedded in how work is done\u2014not added on top of it<\/li>\n<\/ul>\n\n\n\n<p>IT can enable AI.<\/p>\n\n\n\n<p>But People + Knowledge systems determine whether it sticks.<\/p>\n\n\n\n<p>And increasingly, that is where the real transformation lives.<\/p>\n\n\n\n<div class=\"row bg-dark rounded p-3 my-1\">\n<div class=\"col col-12 col-md-8 my-auto py-2\">\n<h4 class=\"wp-block-heading  text-white\" id=\"h-access-and-share-resources-instantly-with-golinks\">Build a culture of connection and recognition with GoProfiles<\/h4>\n\n\n\n<a class=\"btn btn-primary\" href=\"https:\/\/www.goprofiles.io\/get-demo?utm_source=blog&amp;utm_medium=blog&amp;utm_campaign=blog-cta&amp;utm_content=demo\" role=\"button\">Schedule a demo<\/a>\n<\/div>\n\n\n\n<div class=\"col col-12 col-md-4 py-2\">\n<figure class=\"wp-block-image size-full rounded my-auto\"><img loading=\"lazy\" decoding=\"async\" width=\"624\" height=\"448\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp\" alt=\"\" class=\"wp-image-1010\" style=\"object-fit:cover\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp 624w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1-300x215.webp 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1-40x29.webp 40w\" sizes=\"auto, (max-width: 624px) 100vw, 624px\" \/><\/figure>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>AI success is no longer just an IT problem. Learn why HR leaders are emerging as Chief People and AI Officers\u2014and how behavior, not tooling, determines whether AI transformation actually sticks.<\/p>\n","protected":false},"author":14,"featured_media":2757,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[536],"tags":[],"class_list":["post-2756","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-strategy"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>GoProfiles Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"From IT to Chief People and AI Officer: Why AI Transformation Is Becoming a People Problem - GoProfiles Blog\" \/>\n<meta property=\"og:description\" content=\"AI transformation is shifting from IT ownership to Chief People and AI Officer leadership. 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