More and more human resources teams are use artificial intelligence for various functions. Amazon and Siemens, for example, use AI for HR to analyze resumes and make job recommendations based on a candidate’s skills.
In fact, 31% of organizations report using some type of AI technology this year, according to a 2025 study. investigation of nearly 10,000 HR professionals by Sapient Insights Group.
Many companies are also creating new HR job titles that require AI skillslike data mastery, analytics, big language model prompt engineering, and workflow redesign.
Additionally, in 2026, many organizations are ready to offer higher salaries for AI-related professionals. skills including data science, data analysisand business intelligence, according to Robert Half report.
“Historically, technological changes have reshaped some jobs and the way we work, but they have also opened the door to new roles and skills,” said Christina Giglio, recruiting and technology consulting expert at Robert Half. “AI appears to be continuing this trend.”
Here are four new HR job titles that are emerging in the AI era, according to experts.
1. Responsible for AI adoption and employee experience
This role coordinates the adoption of AI toolshelping people understand the value of technology, how to use it and how it benefits them, ensuring AI deployments run smoothly.
“AI don’t eliminate people” says Anthony Donnarumma, CEO of recruitment agency 24 Seven. Businesses need people to manage the relationship between human and machine work to ensure technology produces consistent results and meets the needs of the organization, he says.
Humans are needed to supervise how teams are adopting AI in their daily work, says Lana Peters, director of revenue and experience at Klaar, a performance management software.
The work often includes training managers, redesigning workflows, and connecting company culture and technology while helping employees adapt to changes.
“Without this role, the use of AI risks being done in silos or inappropriately, which is why we see this position emerging in the job market,” adds Peters.
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 may include organizing data and examining it for bias.
“Part technical, part editorial, part quality control,” Ronni Zehavi, CEO and co-founder of HR technology platform HiBob, says the person in this role organizes and labels data that AI can usereviews the results and teaches AI systems how to respond to the data to achieve business goals.
This person “improves the quality of AI through hands-on reviews and feedback,” he explains.
3. People data and AI insights lead
The goal of this role is to turn “raw people data,” such as that from performance reviews and manager check-ins, into information that leaders can act on, according to Peters.
This person helps leaders make data-driven decisions about their workforce strategy and better understand “how employees perform, 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 results 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 ability to translate AI capabilities into strategic decisions, particularly in roles that bridge technology, policy and operations,” says Winans.
4. Manager Responsible for AI and People Governance
Policies and oversight are needed to ensure that the use of AI is safe, fair and transparent; this role establishes these “guardrails,” Peters says. This person oversees how employee data is used and ensures there is no bias that could negatively impact them, she says.
Also called AI Governance and Risk Officer, the position establishes policies aimed at “keeping the use of AI safe and compliant” and focuses on privacy protection and accuracy monitoring, helping organizations manage regulatory changes and legal or reputational risks, Donnarumma says.
Essentially, Zehavi says, the role “guides teams on fairness, transparency and compliance, helping businesses use AI in ways that support people rather than unintentionally exclude them.”