The integration of artificial intelligence (AI) into human resources (HR) has evolved rapidly in recent years, despite initial hesitations. While departments like marketing, communication, and information technology were among the first to adopt AI, HR was initially cautious due to concerns over sensitive data, the potential for errors in payroll, and the tendency to delegate such responsibilities to IT departments. However, generative AI—technology that can create text, images, or other content—has changed the landscape. According to the National Association of Human Resources Directors (ANDRH), 63% of companies now use generative AI among their employees, but only 8% of HR directors rate their teams' AI maturity as "very good." A 2026 survey by OpinionWay for Kelio, a French software publisher, found that 33% of HR professionals had started using AI, with data confidentiality being the main concern. "The HR service, by nature, has always been a bit of a follower in digitalization," says Claire Cohan, a SIRH (Human Resources Information System) expert and marketing director at Kelio. She recalls the days of paper and Excel, followed by a slow adoption of mobile technology. Anthony Contat, a member of the ANDRH national board, acknowledges that HR departments were initially slow to adopt AI, noting that the first few years involved a lot of benchmarking and observation without immediate implementation. Initially, general management departments handled the AI initiative, often assigning the task to IT departments. Only later did HR departments become more involved. Two key reasons explain this caution. First, generative AI remains probabilistic, with error margins ranging from 1.2% to 2.3%. In a field like HR and finance, where strict regulations apply, such errors are unacceptable, especially in payroll processing. Second, HR data is highly sensitive, including information like disabilities, ages, and salaries, which must be kept 100% secure. "Some companies even require in writing that their solutions exclude any AI, primarily out of fear for data confidentiality and compliance with the GDPR," says Médéric Gillet, an innovation manager at Kelio. Despite these concerns, the adoption of AI in HR has been rapid and is now evident in the market. Workday, a major HR software provider, reports that 5,500 of its 11,500 global clients have deployed at least one AI tool, with AI accounting for 25% of its new contracts in the last quarter. AI is now being used for tasks such as recruitment, where tools can analyze CVs, match candidates to roles, and even schedule interviews. Administrative tasks are also being automated, including reading expense reports, managing leave requests, and explaining internal regulations. Some companies have even used AI to automate complex employee life events, from maternity leave to unlocking shares. However, this rapid adoption is still in its early stages and comes with challenges. Arnaud Castille, a leader at PeopleSpheres, advises a step-by-step approach: "Stabilize the data first, choose a few low-risk usages, measure the results, and then expand." The European AI regulation, set to take effect in 2027, will require companies to ensure compliance, especially in high-risk areas like recruitment and promotion. Publishers like Workday are responding by introducing governance tools, such as an "Agent System of Record," which allows companies to manage AI tools in a structured way. The shift in HR is not just about tools but also about frameworks. Anthony Contat, an HR director at Aktid, emphasizes the need to set usage rules before deploying AI. He notes that in France, any AI-related initiative must go through social dialogue with employee representatives. This movement is reshaping organizational structures, with HR departments taking on more responsibility in steering digital transformation. As AI becomes more integrated into HR, the focus is on managing the human impact of these changes and ensuring that AI supports—not replaces—human decision-making.