While CHROs recognize artificial intelligence as critical to their organizations’ futures, research reveals a gap between acknowledging AI’s importance and implementing effective strategies.
According to Aspect43 research shared by Joey Price, president and CEO of Jumpstart HR and executive analyst at Aspect43, approximately 40% of CHROs and C-suite HR leaders remain uncertain about their AI strategy despite understanding its significance.
The evolving CHRO role
Price describes a fundamental shift in how CHROs must operate. Traditionally risk-averse and compliance-driven, these leaders are now being pushed to lead digital transformation from the front rather than behind.
“There’s always been data, there’s always been technology, but there’s just a disruption at a new speed with the way that we’re using artificial intelligence,” Price said in an interview with HR Executive Tech Editor Jill Barth at HR Tech 2025.
He said this acceleration is forcing CHROs out of their comfort zones and into cross-functional leadership roles. They are now collaborating more closely with CMOs on employer branding and CTOs/CIOs on technology investments.
The ‘bright side and dark side’ of AI
Price, who was named a 2025 Top HR Tech Influencer, framed AI adoption in two phases. The bright side showcases immediate efficiency gains. He pointed out that talent leaders who once reviewed many resumes daily while multitasking in meetings can now deploy AI-powered assessments to pre-screen candidates and focus on top scorers.
“I like to look at artificial intelligence as the Iron Man suit. You put it on, and you can do things that you weren’t capable of,” Price said.
However, the dark side looms with an uncomfortable reality that hasn’t been widely discussed yet: “Once your C-suite leaders and even your HR leaders see that [efficiency], maybe we have to have conversations about headcount,” Price said. “Are we as lean as we could be?”
Read more: 28 years of HR tech data reveals AI’s inflection point
Tech stack dissatisfaction
Despite the AI promise, Price’s research reveals a sobering reality. He said three out of every four HR leaders are unhappy with their tech stack. This dissatisfaction stems from post-implementation gaps, integration failures or misalignment between sales promises and delivered capabilities.
“Although budgets are flat, [buyers are] realizing that they have to be more sophisticated buyers and ask more of the right questions,” Price said. He added that this has driven demand for Aspect43‘s buyers’ guides and market reports that help HR leaders navigate vendor conversations more effectively.
The future CHRO profile
Price offered a clear vision for the CHRO of the future. “You are a data analyst, you are tech-fluent and you continue to develop those people skills,” he said.
This trifecta enables CHROs to understand data, articulate its importance to the C-suite for buy-in and communicate changes effectively to employees for healthy adoption rates. Price said the goal is to ensure new tools don’t “sit on the shelf” but deliver measurable value.
Price explores these themes in depth in his recent book, The Power of HR: How to Make an Organizational Impact as a People Professional. This read serves as an evergreen resource for current HR leaders feeling stagnant and for aspirational leaders building momentum toward the top role
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