In recent years, there has been a notable trend in corporate structures, particularly the merging of Human Resources (HR) and Information Technology (IT) departments. This seemingly unconventional shift results from the increasing integration of technology and human resource management, catalyzed by advancements in artificial intelligence (AI). According to a survey conducted by Nexthink, a company that specializes in workplace software, approximately 64% of senior IT executives in large companies anticipate that their HR and IT functions will converge within just five years.
At the forefront of this transformation is Tracey Franklin, the Chief People and Digital Technology Officer at Moderna, a renowned biotech firm with over 5,000 employees. Franklin exemplifies this trend as she oversees both HR and IT functions, believing that successful integration can lead to more effective organizational workflows. She explains that traditional delineations, where HR focused on workforce planning and IT responded to technical requests, no longer suffice. Franklin’s approach emphasizes a holistic view—where she describes her role as an architect of workflow, ensuring that human skills complement modern technologies, increasingly driven by AI.
Moderna is currently leveraging a partnership with OpenAI, the creator of ChatGPT, to equip its employees with the skills necessary to adopt new technologies effectively. The aim is to facilitate a fundamental change in how work is accomplished across enterprise functions. Franklin asserts that the training in AI tools empowers employees to reshape their workflows, adapting to the digital landscape.
Similarly, Fabio Sattolo, the Chief People and Technology Officer at Covisian, has implemented a merger between HR and IT at his company, primarily focused on developing effective customer care solutions. Covisian, employing about 27,000 individuals across call centers, adapted its structure in April 2023 to foster synergy between technology and workforce development. Sattolo elaborates that this restructuring aims at creating a unified vision of how technology can enhance worker productivity and how employees can evolve alongside new technical advancements. AI is increasingly deployed in Covisian’s operations, enabling employees to focus on resolving client issues while offloading repetitive tasks to AI technology.
The merging of these two departments encourages a more synchronized response to technology’s impact on human roles. Sattolo emphasizes that by having a unified leadership structure, the firm can pivot and respond dynamically to operational challenges. An example of this successful integration led to the development of an internal job postings tool, which significantly increased job application responses, showcasing the benefits of streamlined communication between HR and IT.
Conversely, David D’Souza, director of profession at the Chartered Institute of Personnel and Development (CIPD), provides a critical perspective regarding this trend. He warns that while collaboration between HR and IT can yield fruitful outcomes, merging the departments risks diluting the specialized expertise necessary for each field. Complex interpersonal issues managed by HR require understanding of organizational dynamics that differ significantly from the technical expertise characteristic of IT professionals.
Furthermore, another company demonstrating fusion between HR and IT functions is Bunq, an online banking platform. Bianca Zwart, the Chief Strategy Officer at Bunq, shares that her organization is working towards an even closer collaboration between their HR and IT teams. Zwart indicates that the ongoing advancements in AI will necessitate new working methods, emphasizing the importance of intertwining the two disciplines. Bunq has set ambitious goals to automate up to 90% of its operations by the end of 2025 while maintaining a commitment to employee growth.
As organizations increasingly recognize the role of AI in reshaping the workplace, the merging of HR and IT reflects a strategic response aimed at enhancing operational efficiency and nurturing employee capabilities. While this shift leads to innovative advancements in workflow management and productivity, it also opens a conversation regarding the preservation of specialized skills within both fields. Overall, as firms adapt to the rapidly evolving technological landscape, the reconfiguration of departmental structures may play a crucial role in defining the future of work.
