Jeannine DeLoche - The AI-Enabled People Leader

What if AI didn’t replace HR but finally gave leaders the time to lead?

In this episode of the People/AI Strategy Forum, Sam Reeve speaks with Jeannine, a seasoned Head of People, about how AI is actually being used across HR and where it’s creating real value versus noise.

AI is everywhere right now, but most organizations are still only using it at the surface level. Many leaders feel overwhelmed by the number of tools, unclear on where to start, and concerned about losing the human side of leadership.

Jeannine shares insights from reviewing over 100 HR tech platforms, breaking down what’s working, what’s hype, and how leaders can thoughtfully integrate AI into their organizations without eroding trust.

If you’re trying to modernize your HR function while staying grounded in people-first leadership, this conversation offers a clear and practical path forward.

In this episode we discuss:

• Why AI adoption in HR is still lower than expected
• The difference between AI hype and real operational value
• How onboarding automation can improve experience and reduce manual work
• Using AI to handle repetitive HR questions and reduce team workload
• The role of AI-powered coaching in developing managers
• Where AI supports compensation, performance, and bias reduction
• How people analytics tools are evolving with predictive insights
• What leaders should evaluate before implementing AI tools

Key takeaway

AI is not replacing HR.

It’s removing friction.

The real opportunity is not using more tools.
It is knowing where automation belongs and where human leadership matters most.

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About the People/AI Strategy Forum
The People/AI Strategy Forum explores how leaders navigate the intersection of people strategy, leadership, and artificial intelligence. Hosted by Sam Reeve, Founder & CEO of CompTeam, the Forum features conversations with executives, practitioners, and experts shaping the future of work.

Learn more about CompTeam and the People/AI Strategy Forum at compteam.net.

Transcript

Sam 0:00

What if AI didn't replace HR but finally freed up people, leaders to lead in 2026? The real edge isn't automation. It's knowing exactly where to automate and where humanity must stay front and center. Welcome to the People Strategy Forum, where we explore how leadership evolves when technology moves faster than policy. And I'm Sam Reeve, your host, and CEO of comp team, where we help organizations design people-centered systems that attract and retain top performers. In today's topic is the AI enabled people leader HR, without losing the smarter a very special guest today. Jeannine we have a seasoned head of people who has reviewed over a hundred HR tech platforms, demoing dozens of those, Personally enabled solutions. And I know if you've done this out there, it, you know, and we are going through these demos, it just takes a lot of time and, and focus. So we're glad that that Jeannine's actually done this for us. But she's looked at dozens of systems that are, you know, across the entire HR spectrum. And so we're gonna learn about that today. She brings a practical operator level insight what actually works, what's hype, and how leaders can integrate HR into and using AI without eroding trust in the organization. So if you're overwhelmed by all those systems and all that AI noise. But want clear, actionable ways to modernize your HR function. This conversation is for you. let's welcome Hi So Jeannine Jeannine

Jeannine DeLoche 1:48

Hey Sam. Thank you so much for

Sam 1:49

Yes,

Jeannine DeLoche 1:50

your podcast.

Sam 1:51

I'm, I mean, I'm, I'm, I know that So and I'm, I'm glad to finally have you on the, the show today. Like I mentioned, we're gonna talk about a variety of different AI powered tools, that span from, you know, like onboarding, HR operations, talent management and coaching. And I'm, I, I want to talk a little bit about in compensation myself.'cause I've looked at several compensation tools. then also in the performance management of relevancy where AI should be there. Jeannine, before we dive into the tools, let's start with you. So what prompted you as a head of people to go deep into AI rather than waiting for vendors to basically bring you the next thing?

Jeannine DeLoche 2:33

Sure. Well actually people that know me know that I'm actually transitioning right now between roles. So I have a lot of time and I thought, what better way to use that time than looking into ai, which is something that I know I'll need to know about in my next role. I also know as a people leader how we feel overwhelmed. It's like this image of a wave, just more and more noise about AI and information about ai and it's quite overwhelming. So I thought I would try to dive into it and maybe save some people some work.

Sam 3:04

And thank you for that. I mean, that's what we're all about here on this show is trying to, really help people, leaders and and founders of companies out there really get focused and, and so, so they can do their best work and, and we can share ideas so that those that have done all the research can bring up their, you know, what they've found. that kind of brings me to the, the next question here is like, when, when you reviewed all those platforms and, and went through those demos, what surprised you most about how AI is actually being used in HR today?

Jeannine DeLoche 3:36

Well, actually what surprised me is how little AI is being used. Before I did the demo, I did some interviews with people, leaders, and, you know, everyone is using chat, GPT, and that's all. And now hopefully they're using Claude for. Reasons we all know who are in the know. But I was really surprised how little it's being used and how much anxiety there was and sort of fomo among people, leaders. So when I went out there, I mean, I wasn't surprised necessarily, but I was. Impressed to see just how many solutions are out there. In many cases, there's five solutions for the same problem. But it strikes me as, you know, sort of the.com era where there's companies just proliferating to solve these challenges, and you kind of have to think about which ones are gonna survive and which ones aren't. Before placing your bets, because obviously you wanna sign on to a system that then is gonna stop being supported in a year or two.

Sam 4:31

And now we've been talking about the the general AI platforms, the, the, lLMs for quite some time, such as chat, GPT and, and RO and the Claude application and many others. But, and, and of course people are using those and I think that there's a, a great ways to use those tools. And, and now we're starting to see agents coming out, which are really interesting. but, but quite dangerous at this, at this stages from, from all my research. When you start seeing the, the different platforms, you, you, you mentioned that there's, there's some platforms. I mean, are you seeing some platforms really using AI in a, a strategic way?

Jeannine DeLoche 5:11

Oh, absolutely. Um, you know, I'll talk more specifically about it, but. There are a lot that say they're using ai. But many of the ones that I looked at that I'll talk about today are using AI in a way that is a huge efficiency boost and in many ways, I think gives better results than humans. Now, I wanna be clear, I don't believe that ar ai is going to replace humans. Rather, what it's going to do is replace the rote work that we do in hr, of which there's unfortunately too much and give us more time to do this. Which I think is why we all went into this profession.

Sam 5:47

that's, the, yeah. What you said there is really poignant as far as I, I don't think that it is going to really take the, the jobs of people that know how to harness and work with AI well, but it'll magnify their work. And you know, it's, it's kind of like, I, I imagine it's, it's a, it's a, it is just another way of managing. It's like instead of a, you're managing an employee, you're managing a, a technology asset, so that that can really help your team and help you just to perform better output over all, if used correctly

Jeannine DeLoche 6:23

That's such a great point, Sam. But you know, think of AI not as a transformation, but really as change management, which is what people, leaders do all the time. And that's really at its basis what it is. It's just teaching people to do things differently.

Sam 6:38

Now, so let's start jumping into a, a bit of the tools and some of the research that you've done. I'm gonna kind of, kind of cross over on the recruiting one because recruiting tools, there were, that's where the first place that AI was starting to go into those tools a number of years ago. And so I really want to dive in. some of the, the other tools that you've found, starting with, you know, like such as, you know, those, if you think of that about the entire talent spectrum from when a person starts to onboard and they go through the talent cycle, you know, what, what tools do you think are the most helpful that, that you've, you've looked there?

Jeannine DeLoche 7:19

Well, onboarding is one of the most complicated processes in hr. Because think of all the people within the organization you need to communicate with. First of all, there's the candidate who you wanna give a great experience, um, make them excited about the company they're joining. Then there's a hiring manager. And I know as a hiring manager, I would always put in my calendar. You know, X, y, z starting on this day. So I wouldn't forget because you have to set up a lunch and a buddy and all sorts of important things. But not only that, you know, when someone starts, there's so many wheels that need to be set in motion, getting them a computer and getting it programmed, getting them an office or a desk. And so the typical HR person sends out like 10 emails. To all these people to get all these things done. And that has to keep following up on them and probably putting reminders in their calendar. You know, contact the candidate on this day, 10 days before, five days before. So onboarding systems automate that you put in, and it takes time at first, but you put in, you know, templated emails for all the people that you want. You need to contact timeframes that you wanna contact them, and you'll put in the name of your new hire and various other information from the HRIS and it just goes. And, you know, don't be too worried about, you know, you, you test it, you pilot it. But you can change the emails if you have a senior hire and you wanna say something different, you know, it's, it's not anything that's gonna take over your computer. And I think one, um, system I'll mention is kinfolk.'cause I think they do a good job of this. And they also have another feature, which I'll talk about later. Um, so you kind of get two for the price of one.

Sam 8:53

And so, yeah, I mean, when we're thinking about bringing a new in individual into the organization, that's where a lot of this can, can go wrong, right? As far as retaining a person long, long term. And I see a lot of organizations kind of trip over themselves and not really provide that, that really that that good first impression. know, and so it's, it is important to have a process that can remind and also script the process, you know, so that there's a good roadmap for a new hire to follow. And so a, as you found systems that provide that,

Jeannine DeLoche 9:28

Absolutely. And think of the time saved by not having to send all those emails and the mental load of remembering when. There's also a system called Zapier that is pretty well known. It can automate anything, and there's a free trial and it's$20 a month per user. So if you wanna just kind of stick a toe. I would recommend trying Zapier out and seeing how that works for your organization.

Sam 9:54

Alright, so what else have you found? So after onboarding, you know, what is the the next best tool that you found in the talent cycle?

Jeannine DeLoche 10:03

So I'm sure we all know. How much time we spend each day answering questions from our employees. And I don't mind, nobody minds they need to know. But what is kind of crazy making is to answer the question about maternity leave five times in one week. So what if you could hire an AI team member? Data has shown that by putting in you know, one of these programs and I'll tell you how you can do it yourself. Loading up your policy manual. Even if it's just for you to search there's no reason why everybody shouldn't do that. But then your employees, you connect it to your HRIS working with it for security and all that, but then somebody can ask, well, how much PTO do I have? And it will give them their PTO or what is my maternity leave? And you know, your pro, your system probably won't do it, but these systems that you can purchase will tell you if it's Australia. What the Australia leave is, is if it's Mexico, what the Mexico leave is. So it saves up to 80% of time of HR people. It sounds kind of crazy, but you spend a lot of time doing this. I'm sure everyone can relate. So. I would recommend this being maybe the first thing that you do, um, and even just doing it for yourself and testing out how it works. And if it works, you can publish the link to your organization. It's private. The only people that can use it are people that have the link. But of course, if you wanna hook it up to your HRIS, there are security concerns. You wanna work closely with, um, your IT department and make sure that nothing sensitive is gonna get out. And of course, test. We all know how much we have to test and pilot these things. One interesting development is you can actually create your own policy question and answer system on chat, GPT, and of course also on Claude. So Claude has come out with an HR kit, which allows you to do a couple things. One is program policy questions. Another is program 30, 60, 90 day plans for new hires. Uh, another is write performance reviews. And then the final is drafting job descriptions and offer letters. So there were all these headlines saying, okay, HR is dead. No, not true. What Claude can do is some pretty basic things that many people are already doing with ai, and if not, they probably should be doing with ai. But I think it shows that systems, the LLM systems are catching on and rather than you having to create your own lookup for policy questions in Claude. Claude will probably have before too long, something much more sophisticated than it has today. And that can let you really, um, do this on your own. But if you're not gonna do it on your own there are programs that do it for you and, you know, have looked into the security and all those concerns. And I'll just mention one of those systems. Now if you're looking at trying this with a platform and putting that on top of your tech stack, I would recommend you look at one called Whisk. Whisk also gives you more bang for your buck because it includes some online coaching features and it's an interesting tool to put on. Again, they've. Worked on the security, everything's compliant, and if you're a little nervous about doing it on your own, I think Whisk is a good one to look into.

Sam 13:21

Yeah, so I, I know that there's a lot of platforms out there. I mean, the. The HRS systems are, they're starting to think about integrating their chatbots or in, into to have some of that functionality you're talking about. But if if a leader out there or an HR professional doesn't have that in their HR system, they can, they can use one of these tools, as you mentioned, to kind of build a chat bot to, to help take that first tier of questions reduce the load and

Jeannine DeLoche 13:48

Right.

Sam 13:49

people. What, What, I've found, Jeannine, is that sometimes there's those questions that, you know, employees are just afraid to ask a person. You know, they, they'd rather explore with a chat bot to kind of saying, okay, well what if I did this? What if I did that? want my employee to think that, you know, I, I might be leaving my job or exploring that. And so they, they maybe want to have something that's a little bit more private, you know, in some ways.

Jeannine DeLoche 14:16

That's a great point. And one thing I should also mention is these systems, the, like a Wisq for example, knows when something should be forwarded to hr. And can sort of intercept it and send it to a human to answer, you know, sensitive questions. But you're right, people can explore on their own in terms of the HRIS is adding ai, they're all doing it, but I think there's a big difference between layering AI on to a system and having an AI native system. And so, you know, your workday, your lattice, they might be able to do some of these things, but will it be sort of as easy to use as some of these systems that you might add to your tech stack? And, you know, they're, I know expenses are always important for all of us, but I found that they're not really terribly expensive in terms of the, when you think about system investments. So it's something to look into for sure.

Sam 15:10

great. Well, thanks for that advice. And, and it's very interesting to hear what you said about Claude. I mean, I think that there's one thing with AI that is, that's happening of course, is there's these skills that are coming up that are little areas where they can, you can use specific expertise on a particular topic. And this HR piece that Claude is doing is a great example of that. So if, you know, of course, people can do all those pieces separately on their own LLM, whether, whether it's. Chat, GBT or Claude or whatever. when you have a system that is pointing out maybe like perhaps the best practice helps guide a person that is, that is not used to using the tool, I think that's a, a big win.

Jeannine DeLoche 15:53

Absolutely.

Sam 15:54

Now then what after that, I mean, and we're looking at the talent cycle and what other pieces have you found that are helpful for our leaders to know?

Jeannine DeLoche 16:04

So I think coaching is a really important one. Um, the data shows that only 44% of managers have had access to coaching. That's really unfortunate. And I think manager training is a big gap. For all of us in HR and I, kudos to companies that are doing it and doing it right, but most places I've worked do very little. And you know, people are individual contributors and they're thrust into a management role and they're not given any tools. So there's systems that democratize coaching so that everyone in your organization can access it. And these obviously are based on ai. There's research showing that the best coaching is actually a blend of human and ai. But for people who, you know, you won't invest in coaching for the whole, like middle'cause we usually coach the high performers and the low performers. This is certainly, I guess I'd say it's better than having nothing at all. One thing I wanted to mention, so what the data shows is that AI coaching is best for goal-oriented things. So someone has a question about having a difficult conversation. Someone has a question about, you know, how to praise an employee, great. But for, you know, questions, leadership development more psychological issues. Very senior people who are gonna have quite complex questions. You know, as you can imagine, a human is best. But for everyone else, AI is certainly better than nothing. And there's definitely some really interesting, um, systems out there. There are some that just coach, that's all they do. And they actually typically provide a dashboard for HR on what people are asking about, not who it's confidential, but you know, what topics are trending, which can provide really interesting insight. There's a system called pinnacle. Which has an online agent called Pascal. And what Pascal does is listens to your conversations. Right now it's phone conversations, but they're bringing on a live conversations. And you can of course turn it off if you don't want it to listen. But it listens to your conversations and then gives you feedback. So you did this really well, you should have done this. And like all systems, you know, agent AI systems, it builds on itself. So as it gets to know you better and better, it can give you better and better coaching. I think that is something that's really interesting to look at. There are many coaching systems that you can check out. Pascal's pretty unique but worth mentioning because some companies, I think, especially for people in a sales role, something like that could really make the differe.

Sam 18:38

Yeah. so I've, I've one that our my team uses is the. system for, so it does of course records your, your meetings and so forth, but it also can give you feedback based on how that meeting went. And, and it works, I guess. They, they designed a special module for for people to analyze their sales calls and so forth to see what they could have done better and so forth like that. I, I also know some really cutting edge, HR practices that are creating their own platforms. So, so I, I was, just in, in Spain at an EU Pay Transparency conference, and I spoke to a, a an HR practitioner. They were called, they're called Inspira outta Spain, and they've developed their own AI coach so that can, can help managers talk to their employees about fair pay and, and they can model that of time so they can, they can talk to an avatar on the screen. And it can be a coach that, that provides feedback, goes through scenarios and it's really compelling what AI is starting to do here in, in the future.

Jeannine DeLoche 19:47

Absolutely. And as I mentioned in the beginning, the systems are proliferating and you know, they won't all make it. So you wanna be really careful about where you decide to invest.

Sam 19:57

love what you said as far as this AI is enabling better training and development for our managers than we had before because it, it is been a big cost issue for organizations. They're just haven't been able to put the dollars where they need to, and therefore they've, we've had pervasive bad management at, at a lot of companies across the globe. And so if we're able to use and harness the power of artificial intelligence to help managers really ramp up and, and have that better coaching, mean, that's great, but somebody needs to program the system and all companies are different, right? So that, that leaves a lot of space for experts out there that can, that are gonna be needed to do that configuration.

Jeannine DeLoche 20:39

Well, and in these systems you can load up your company values, you can load up your company handbook, you can load up your leadership competencies, so you know, it will coach according to what your company thinks is important. And that's pretty unique.

Sam 20:52

Yes. And so the, the next piece I wanted to get to is, is one of my favorite topics'cause I'm a, a compensation practitioner. and so some where I see AI coming out in compensation. Really started out a couple years ago, and as you mentioned, as far as the Jeannine where Anthropic is using this in their ai their hr platform, you know, many years ago, companies were using AI to, to look at their job descriptions, ensure that they're written effectively, ensure that they're written fairly. And to both, both genders and, and different population groups. And so I, I like to see that that AI can be used in that, that force for good, to ensure that we're, we're removing bias for, from our descriptions.

Jeannine DeLoche 21:42

Absolutely.

Sam 21:43

have you found other systems that are out there that are, are focusing on removing bias?

Jeannine DeLoche 21:51

Um, well, I think it's pretty interesting to look at performance review systems. I didn't spend a lot of time on this because most companies I think, have their platforms and probably aren't willing to invest in a new one. But what's interesting is that. And I think we would all agree that performance management shouldn't be one or two points in time over the year. It should be ongoing. and so what these systems tend to do is have it be like a monthly cadence. Your whole team gets an email saying, what did Jeannine do well this week? Where can she app improve? Um, it can also work for team-based organizations that you choose. This person finished a project with the team. How did they do? And, you know, send it to the team on a one-time basis so it doesn't address your question of bias, and I don't think anyone's doing a great job of that. Um, but. The world isn't doing a great job of that either. You know, in terms of the different ways men and women are perceived in the workplace. So I, I think it's a little bit of a gap. I did ask, uh, one of the leaders of the systems about it and he didn't really have an answer for me. So I think that maybe is the next frontier. But you know, it's sort of garbage in, garbage out, right? To the extent people have bias in their feedback, that bias will show up. What we need to do as managers is be really alert to it and take it outta the performance review. Make sure that we're being you know, quite diligent about you know, really giving real feedback and not feedback that might be colored by someone's judgment or, or biases.

Sam 23:26

Well, it, it is. I, I think you're right. I mean, as, as far as the removing bias completely, I mean that there's a lot of of work to be done, think that we're starting to move in the right direction. For instance, I was talking to a colleague not too long ago about the, their. So they, they they actually use you know, predictive index to, to evaluate a lot of, of their people. they found that they, they can use if they do a correlation, they can see that certain profiles and, and that psychometric tool, can lead to maybe Under negotiating pay, for instance, or being really good negotiator and therefore can cause some differences in bias when it comes to pay. I think that there's some interesting applications of how, you know, personality types can be utilized in the future and help kind of remove bias and managers identify where they need to enable people a little bit more. we'll have to see where that

Jeannine DeLoche 24:31

Yeah. And you know, pay bias is huge. And that kind of leads me to the last area that I looked into, which was people analytics. You know, I'm, I know I have felt the anxiety and sheer terror when a senior leader asks me for some people data, and I know that it's, some of it's in workday. Some of it's in Excel spreadsheets, some of it's in my head and it's sort of like, ah, how do I get this report done quickly? Um, so there are several programs that can help you with dashboards. They have pre-programmed questions, which are the sort of questions you would wanna ask. They're using predictive analytics to tell you who's gonna leave, and they can show you, you know, how your people are being paid by department. By gender, by other factors, and they can also show you who they think might leave based on, you know, not being, hasn't been promoted in three years, things like that. So I'm not gonna make a recommendation here, but I'll just mention chart hop, hr, bench, illuminous and Visier are four different platforms that I think do this well. And I would recommend that you really take a look if you wanna raise your analytics game.

Sam 25:37

Very good. Thank you so much. And the other thing that I would add to that, I mean, back on the pay conversation side. when as I mentioned I was, I was at a conference an EU pay transparency director of a conference. And of course, the importance of, of firms like Tru and removing bias from pay is, has been super important. the, the all, but also it's, it's how we classify jobs because if you don't classify jobs effectively in the beginning of this, this onset using. Tools such like, like radar are, you know, that's, it is a data-driven method that uses AI in a, in a way to, to help automate some of those processes and job descriptions and machine learning for, to ensure that leveling is done fairly and consistently. These are tools that are, are evolving with with the marketplace to ensure that people are paid fairly and also keeping. in the loop where they need to be. I mean, it's, humans should be making these important decisions around pay and so forth. So as we kind of think about, what we want leaders to take away from this conversation Jeanine, what, what are the, the things that which should they be mindful when they're, when they're considering an AI tool to implement it to their organization?

Jeannine DeLoche 26:57

Sam. So I guess I would mention three things to think about. The first would be ease of implementation. You know, is this gonna take you three months to get up and running? Most of the systems I mentioned, Pride themselves on quick implementations, which can be a whole nother issue, but, you know, you wanna kind of look at the implementation, the support that's available and, and make sure that that's not gonna be onerous for the teams. I think a next thing would be the security of the systems. We didn't talk that much about that because I'm not an expert, but obviously these are taking a lot of confidential data in. I think you have to think about Sarbanes Oxley many rules in the EU about it. So that's something that's very important to have a system that has documented how they're dealing with all those challenges. And then the third thing I would say is maturity of the system. And I alluded to this earlier. Is it gonna be around in two years? Who are their clients now? You know, I would really look closely at that before going with, say, a less expensive system that might not have as much of a built-in user base, because you want a system that's gonna keep adapting, keep developing, and be around for a long time.

Sam 28:01

Hmm, for sure. Thank you so much for that. I think that when we're thinking about systems overall as well, I mean, the. Everything is changing so quickly. I mean, there is pace of software development because of AI is, is faster and faster and so new features are coming out and they're being created and destroyed all the time. and one thing that's really exciting that I found is the, just the use of AI agents and the, and the ability of, of working with an agent to be able to develop your own personal software is easier now than ever. so of course they're, they're, they're still working out a lot of the security things or issues around those tools. But I think in the near future, many of us professionals can work with our personal AI agent to help design software that we can use internally to help us perform, perform better, and then also perhaps customize software to, to work for our organizations. So I think that's something to look forward to.

Jeannine DeLoche 29:05

Absolutely. I didn't really, I'll just say one more thing, Sam. I didn't really get into Claude code because I'm not that technically savvy. Although I've become a lot more so, but there are many courses out there, different trainings. It's supposedly not that complicated and I'm planning to dive into it over the next couple days. So I'll let you know how that goes.

Sam 29:26

fun stuff. So I've done a bit of it myself and, and created a few. Software platforms and, and applications from my iPhone that, that you know, that's just easy to use and, and kind of just helps me realize how fast the technology's moving forward. But I think there's, there's many things that are gonna surprise us as, as time passes here in the next, short term as a few months in, in AI technology. All right, for all our listeners out there today, we've explored kind of like the full talent cycle and talked about a few of these AI tools that are coming out from recruiting to onboarding, HR operations, coaching and compensation. And I think that the message is pretty clear here. doesn't replace people leadership, but it removes the friction so leaders can focus on judgment, trust, and growth. It can really become much more strategic and amplify their, their abilities. So, Jeanine, thank you. And for all our listeners out there, if this conversation helped. Please make sure that you subscribe, rate, and then share with a colleague of yours that, that needs to identify at least one HR workflow that they can use AI to simplify this quarter. I think that's the big challenge for, for all of us as HR practitioners, that we need to, with these new tools that are coming out, we need to consistently look at our workflows see how we can upgrade or automate. Some of these things that are dragging us behind and to ensure that we're more competitive and we can bring a higher level of, of quality of services to our people and our customers. Alright, so we'll see you next time on the People Strategy Forum. Thank you everyone. Take care.