But AI isn’t just another disruption: it’s a moment of reinvention.

If your company is investing in AI but seeing uneven results, it may not just be a technology problem. While technology may still be evolving in some areas, a challenge also lies in adoption. In many organizations, that breakdown happens along the lines of hierarchy, trust, and communication, not just code or capability.

This is HR’s opportunity to lead the transformation.

The leadership gap in AI use

A recent BambooHR study shows a stark divide. While 77% of companies either encourage or don’t restrict AI use, adoption varies dramatically across where people sit in the org chart. Leadership teams are eager and early adopters, yet enthusiasm plummets to only 17% of individual contributors. 

The report also found that 23% of individual contributors (ICs) do not disclose their AI use, compared to only 6% of VP and C-suite executives, indicating a more negative stigma associated with AI among ICs.

This isn’t a skill gap. It’s a trust gap, and it’s leaving workers behind. 

Similarly, half of employees believe they can detect AI-generated content, but only 30% actually can. A staggering 70% of employees couldn’t accurately identify AI-generated content when presented with two human-written prompts and two AI-written prompts. The fear of being judged, penalized, or replaced by AI is real, especially for underrepresented groups, like women, who use it less. That fear discourages innovation and stifles opportunity.

Why HR must lead

HR is often the first to recognize an organization’s need to unlearn patterns that feel like muscle memory. You create the systems—onboarding, reviews, benefits, policies—that people rely on to function. But when the game changes, old instincts can hold companies back. The shift from annual reviews to continuous feedback didn’t just require new tools. It required a mindset shift.

The same is true for AI.

As an organization, we decided early on to invest in AI, not just to experiment with tools and foster innovation, but to set the foundation for responsible adoption across the business. As we enter the phase of company-wide enablement, we created three cross-functional groups to ensure AI isn’t just a tech conversation, but a people conversation too. Divisional Champions help each team discover use cases that streamline their work. An AI Enablement Council shares learnings across the company, ensuring adoption doesn’t stall in silos, and our Responsible AI Council focuses on mitigating risk—surfacing issues such as bias or misuse so we can train with confidence. By embedding HR leaders throughout these groups, we’ve been able to put trust at the center of our AI journey. As a result, we now see more than three-quarters of our employees confident in using AI within their roles.

This is why HR is uniquely positioned to play a key role in  AI integration. HR understands the human side of transformation: how to build trust, shift culture, and guide adoption across levels. You’re the bridge between executive strategy and frontline experience.

The path forward: the AI fit test

At BambooHR, we use a simple model—the AI Fit Test—to guide smart adoption:

• If it’s repetitive, automate it: Think reports, scheduling, and time-off requests.
• If it’s creative, augment it: Let AI draft, then refine with human judgment.
• If it’s emotional or ethical, keep it human: Performance coaching, culture, and conflict resolution require nuance and heart.

This framework helps teams identify where AI adds value and where human insight still matters most. It also demystifies the technology, making it more approachable across departments. We’ve seen teams use this to evaluate workflows, guide vendor conversations, and elevate the work they want to do while offloading tasks they never enjoyed.

HR’s strategic moment

HR sits at the intersection of technology adoption and human experience. You can model learning, foster experimentation, and guide thoughtful policies that scale to create the innovation culture that AI advancement requires. 

Most importantly, you can bridge the communication gap that leaves individual contributors behind while leaders forge ahead. 

The businesses that thrive won’t be the ones with the best tools, but the ones with the most trust in their benefits, clarity in how to use them, and alignment on how they drive results.

The time to act is now. HR leaders should define AI principles, draft usage policies, and roll out job-specific training—this quarter. It’s not about replacing anyone. It’s about rethinking how work gets done and helping everyone thrive in the process.

The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune.