According to Deloitte’s latest report, Mobilising AI – Unlocking New Experiences and Insights to Manage Your Global Workforce, the HR function stands at a tipping point. The opportunity to use AI to drive real, tangible outcomes is no longer a theory. It’s here. And if HR leaders don’t step up, others will.

“There is momentum to finally simplify our processes through GenAI. This could be a source of competitive advantage differentiating those who embraced the technology and those who didn’t.” Deloitte, Mobilising AI – Unlocking New Experiences and Insights to Manage Your Global Workforce

The report argues that HR, mobility and payroll, areas typically underserved by innovation, are now rich with opportunity. Why? Because they are inherently data intensive, compliance heavy, and fundamental to the employee experience. In other words: AI’s sweet spot.

Beyond Automation: A Shift in How We Work

What’s most compelling is not just what AI can automate, but how it can help HR teams shift focus toward more meaningful, high-impact work.

“AI can deliver a differentiated employee experience... enabling professionals to concentrate on high-worth tasks, contributing to people feeling more engaged and fulfilled.” Deloitte, Mobilising AI – Unlocking New Experiences and Insights to Manage Your Global Workforce

Whether it’s building policy frameworks, personalising assignment packages, or spotting compliance risks in real time, GenAI is reshaping how HR functions operate. The report even points to the rise of new “hybrid” roles, professionals who blend tech fluency with deep process knowledge. It’s not just about new tools; it’s about new mindsets.

The Payroll and Mobility Imperative

Payroll and global mobility, in particular, are called out for their potential transformation. These functions, the report notes, are still heavily reliant on manual processes, often dependent on specialist knowledge that’s becoming harder to find.

“Mobility and payroll both support global workforces... built upon vast amounts of sensitive data – the who, what, when, and where of the employee journey.” Deloitte, Mobilising AI – Unlocking New Experiences and Insights to Manage Your Global Workforce

When applied thoughtfully, AI can reduce the burden of compliance, provide instant answers to employee queries, and offer predictive insights that improve planning and wellbeing.

But Let’s Be Clear: AI Won’t Save Bad Processes

That said, AI is not a silver bullet. As Deloitte bluntly puts it:

“AI is not a solution for ‘old’ problems; your processes still need to be structured, your data clean... and relevant data needs to be held in clearly identified and managed location(s).”

In other words, GenAI can supercharge good systems. But if your foundations are shaky, the technology will only amplify the mess. That’s why organisations must start with data governance, align AI use cases with clear goals, and make sure the right experts are involved throughout development and testing.

Trust, Transparency, and the Human Touch

AI can answer questions, analyse patterns, and suggest actions, but it cannot replace human judgment. Nowhere is this more true than in global mobility, where empathy, cultural awareness, and personal connection remain essential.

“Technologies like GenAI cannot recreate the human connections mobility relies on… moving to another country is a deeply personal experience.” Deloitte, Mobilising AI – Unlocking New Experiences and Insights to Manage Your Global Workforce

Leaders need to ensure that AI enhances human capabilities, not sidelines them. That means investing in AI fluency across HR teams and developing responsible, explainable systems that don’t just work, but are trusted.

The Risk of Inaction

Perhaps the most urgent message in the report is this: the greatest risk now isn’t making a mistake. It’s standing still.

“In a world increasingly shaped by AI, inaction could be the biggest risk of all.” Deloitte, Mobilising AI – Unlocking New Experiences and Insights to Manage Your Global Workforce

We’ve moved beyond the experimental phase. AI in HR is no longer a distant possibility, it is a present day reality. The question is no longer if we should embrace it, but how fast we can build the capability and culture to do so responsibly.

As Deloitte puts it, the answer is to “think exponentially, but act incrementally.”

Vickie Graham, Managing Director at Reward Strategy adds: “As AI reshapes the world of work, HR, payroll and mobility functions must move from experimentation to action. Deloitte’s latest report makes it clear: the opportunity isn’t just about efficiency, it is about elevating the human experience.”

“GenAI can simplify complex systems, personalise services, and unlock data-led insights, but only if we invest in clean data, strong governance, and people first design. For reward professionals, this is a defining moment. The tools are here. The risks are known. The question is: will you lead the change, or be left behind? Because in today’s climate, inaction is the biggest risk of all.”

Start small. Move fast. But whatever you do, don’t wait.