From Algorithms to Action: HR's Role in Shaping AI

Hosted by Unilever, we brought together HR leaders in Hamburg to explore the complex matrix of integrating Generative Artificial Intelligence (GAI) across established business functions. Co-hosting and presenting were Unilever's Marina Haenel and Ann-Kristin Gohlke, HR Leads Ice Cream DACH & Sourcing Units DACH. We were also joined by Ingredion’s Director HR Functional Excellence and Chief of Staff, Claudia Fischer. They highlighted practical approaches to responsible AI adoption, focusing on transparency, collaboration, and workforce engagement.

Strategic Use of AI

Opening the roundtable, the discussion centred on the importance of determining where AI delivers the most value. AI is particularly effective in streamlining processes and enhancing creativity, with applications in marketing campaigns, video production, and data analysis. However, areas requiring ethical judgment or sensitive decision-making do need to remain under human oversight to ensure fairness and accountability.

Organisations shared how they outlined their governance framework for AI tools, categorising them by risk level. Low-risk tools like Adobe Firefly are fast-tracked for implementation. In contrast, higher-risk tools, such as Microsoft Copilot, require comprehensive pilot agreements and neutral evaluations to assess their feasibility and impact on employees.

With the widespread use of Microsoft Copilot, organisations also shared how they integrate it into their operations, bridging existing systems such as Salesforce and SAP. Copilot is used for tasks like strategy development, presentation creation, and HR dashboarding, saving users an average of 32 minutes per day and reallocating time to strategic and developmental activities.

Engaging Worker Councils in AI Governance

Integrating new areas under the Works Council is often a challenge in the DACH region. Early and transparent collaboration with worker councils (WCs) is a key learning here. Organisations can ensure that systems are designed collaboratively by involving WCs at the start of AI projects, aligning with organisational goals and employee needs. This proactive approach was showcased during Unilever’s Future of Work conference, where WCs experimented with Generative AI by creating videos, fostering understanding and buy-in.

To support this collaboration, organisations will also need to invest in upskilling WC members, providing them with the technical and ethical knowledge required to evaluate AI’s implications. Worker councils also have specific information rights, strengthening their ability to negotiate agreements and safeguard employee interests.

Ingredion shared a complementary perspective, emphasising the importance of “fact chats”—regular, transparent discussions with employees about AI usage. These conversations help build trust and maintain alignment between stakeholders as AI tools are deployed.

Upskilling and Employee Engagement

Upskilling employees is central to any organisation’s strategy for AI adoption. Company’s need to introduce initiatives such as centralised learning hubs, which provide access to AI-related resources, and AI-themed learning weeks with external speakers. One organisation embedded QR codes into employees’ laptop login screens to spark curiosity and engagement, linking them directly to AI tools and encouraging exploration during everyday workflows.

Balancing Global Rollout with Local Adaptation

A major topic is the complexity of implementing AI globally while adapting to local needs. To address this, organisations often rely on external bilingual consultants to bridge cultural and regulatory gaps, making processes more accessible to worker councils and regional teams. This approach ensures that global systems are rolled out effectively without overwhelming local stakeholders.

Collaborative Insights from Participants

Throughout the roundtable, participants contributed additional insights on responsible AI adoption. Many agreed on the importance of starting small, using pilot projects or limited deployments to test AI’s value before scaling up. Structured risk assessments were highlighted as critical to aligning AI systems with organisational goals and mitigating potential issues.

Responsible AI for Sustainable Transformation

The number of people joining this event and the drive from our hosts at Unilever demonstrate that HR leaders have a significant role and commitment to responsible AI adoption, focusing on transparency, governance, and workforce empowerment. By sharing their frameworks, worker council engagement practices, and employee upskilling initiatives, Unilever offers a comprehensive roadmap for organisations navigating AI integration.

The active contributions added valuable context, showcasing how pilot-based implementations and structured policies can complement larger-scale strategies. Together, these perspectives underscored the importance of collaboration, adaptability, and trust-building in harnessing AI’s potential responsibly.

The insights from this roundtable provided a clear and actionable blueprint for success for organisations embarking on their own AI journeys.