In distributed work environments, sensitive information often moves through unsecured channels, increasing data privacy risks. Leaders should define what constitutes sensitive work, where it can occur and which devices can access company systems. Physical spaces should be treated as privacy controls, with sensitive work conducted in controlled environments. Leaders should audit data movement and tool usage, create specific rules for AI and other tools and integrate access reviews into HR processes.

Panelists at SHRM26 advised HR leaders to begin their AI journeys with small, targeted projects to build confidence and demonstrate value. Kathleen Pearson, CHRO at Opensity Solutions, suggested focusing on a specific, time-consuming task that can be automated, sharing her experience using AI to quickly consolidate policy handbooks during a merger -- a process that saved weeks of manual work and provided a repeatable use case for future AI adoption without major budget impacts.

Onboarding begins with the first contact a candidate has with a company, says Lindsay Gainor, vice president of HR and talent management at ServiceMaster Brands. Gainor says every interaction should be transparent and intentional to create a positive first impression. Gainor also recommends regularly reviewing and updating onboarding content to keep it relevant and engaging.

Personalization is crucial for employee satisfaction with benefits, according to surveys from Selerix and Prudential. Selerix finds that 35% of employees regret their benefits choices, and those who feel their enrollment was personalized are 76% more satisfied. Prudential notes that while 83% of employers are interested in using AI to personalize benefits, only 58% of employees are willing to use the technology, mainly because of privacy and security concerns.

The increasing reliance on AI tools is contributing to heightened burnout, particularly among top performers who are tasked with spearheading adoption and training within their organizations. According to Wellhub's Carolee Gearhart, while AI has the potential to boost productivity, it can also exacerbate stress and exhaustion. HR leaders are recognizing this risk and responding by expanding wellness initiatives to help mitigate burnout and support employee well-being in the AI era.

Gen Z is adapting to the decline in entry-level tech jobs caused by AI by upskilling and targeting midcareer positions, with 29% integrating AI into their workflows and 30% learning AI skills independently, according to ICIMS. However, Trent Cotton of ICIMS notes that although this makes them critical hires, organizations should support Gen Z with clear career development and apprenticeships to prevent burnout.