Deepti Moolya

Deepti MoolyaAug 21, 2026

AI isn't just changing HR. It is creating a new kind of HR role. Recent research from McKinsey HR Monitor 2026, Deloitte Human Capital Trends and the World Economic Forum points to the same shift: HR is moving from managing people processes to redesigning work, skills and human–AI collaboration. So what could the next generation of HR roles look like? 1.Human–AI Workforce Strategist Designs how humans, AI and AI agents work together—and what capabilities the organization needs next. 2. HR AI Transformation Lead Redesigns HR workflows, operating models and use cases to move AI from pilots to measurable impact. 3. AI Governance HR Lead Owns responsible AI in people decisions—bias, transparency, privacy, governance and human oversight. 4. Human–AI Work Design Architect Redesigns jobs and workflows around human + AI collaboration. 5. Workforce Intelligence & Skills Architect Moves HR beyond headcount to skills, capabilities and workforce intelligence. 6. AI Capability & Reskilling Architect Builds AI literacy and role-specific capabilities across the workforce. The bigger shift? These aren't just new job titles. They represent the new capabilities HR professionals will need to build. The future HR leader may need to be part: People Strategist + Business Architect + Technology Translator + Change Leader The question I would ask every HR professional today: “Are you preparing for the next HR role—or simply getting better at today's?” What new HR role do you think will emerge next? #FutureOfHR #FutureOfWork #AIinHR #HRTransformation #HRTech #PeopleStrategy #HumanAI

Deepti MoolyaSep 12, 2026

Workforce planning is no longer about predicting the future. It's about preparing for multiple futures. I recently had the opportunity to speak at the Hacking HR Workforce Strategy and HR Budget Planning Summit, held from September 8–10, 2026, on two topics that are becoming increasingly critical for organizations: Workforce Demand and Supply Analysis: Assessing Internal and External Talent Availability Scenario-Based Workforce Planning: Modeling Capacity, Skills, and Cost Under Different Futures It was an enriching experience to exchange perspectives with an esteemed panel and learn alongside amazing moderators, who led some thought-provoking discussions and practical case studies on how workforce planning needs to evolve. One idea that particularly stayed with me is this: Workforce planning cannot be just a headcount or finance exercise anymore. The questions organizations need to ask are becoming much broader: Do we have the capabilities needed for the future—not just the number of people? How do we balance cost, capability, capacity, and employee sustainability? How do external forces such as AI, skills scarcity, and changing labor markets intersect with internal realities like critical-role attrition, internal mobility, and managed attrition? And perhaps most importantly, are we still planning tomorrow's workforce using yesterday's job structures? My biggest takeaway: The most valuable workforce scenarios are where the external market meets an organization's internal reality. External forces tell us what could change. Internal signals tell us where we're vulnerable. The opportunity for HR and business leaders is to connect the two early enough to make better decisions—not when the challenge has already become a crisis. A big thank you to Hacking HR, my fellow panelists Stacie Baird Marissa McCoy Ryan Naylor Dr. Tina R. Walker Jocelyn Hernandez, MPA - Strategic HR Leader Dr. Chris MullenAnthony OnestoKristi McCann, Ed.D., SHRM-SCP and moderators Noelle London & Brizia Ceja Ibarra for creating such a thoughtful platform and conversation. I came away with new perspectives, great questions to reflect on, and a renewed belief that the future of workforce planning is less about creating the perfect plan—and more about building the capability to sense, adapt, and respond. #WorkforcePlanning #FutureOfWork #HackingHR #WorkforceStrategy #HRLeadership #TalentStrategy #AI #ScenarioPlanning #HumanCapital

Deepti MoolyaAug 28, 2026

2nd most emerging role is HR - is AI Transformation Lead. This emerging role sits at the intersection of: HR,AI,Process,Business & Change Role will entail : → Identifying where AI can create real value → Redesign HR workflows and operating models → Move beyond pilots to adoption → Measure impact and scale what works The biggest shift? From “Where can we use AI?” to “How should we redesign HR because AI is now possible?” The HR leaders who can bridge technology and people will be critical to making AI transformation stick. Would you see this as the next evolution of HR transformation? #FutureOfHR #AIinHR #HRTransformation #CHRO #FutureOfWork #HRTech #PeopleStrategy