The first edition of the Barometer of AI in HR in Canada gives us insight into how HR professionals perceive AI. Here is a summary of the key findings from the study.
AI is profoundly transforming the world of work: it automates processes, creates new roles, and, in the process, makes some jobs more precarious. Until now, there has been very little data to assess its impact on HR in Canada.
The first edition of the Barometer of AI in HR in Canada, published by NexaRH, helps fill that gap. This nationwide survey of 336 HR professionals offers an initial snapshot of the current landscape. Here are the main points that caught our attention.
1. HR professionals have already adopted AI
While HR teams are often seen as cautious when it comes to technological innovation, the study shows a very different reality.
A majority of HR professionals are already using AI in their work. Generative AI, often referred to as “pocket AI,” is driving this widespread adoption: it is increasingly being used to draft emails, transcribe meetings, and summarize documents.
- 91% of HR professionals see AI as an opportunity in their work
- 67% use it on an individual basis
- 64% believe it has already transformed their profession
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While AI adoption among HR professionals is very real, it has largely happened on an individual basis.
The study highlights the phenomenon of shadow AI—the informal use of AI without internal policies or management approval. Generative AI has made its way into everyday tasks, but the way it is being used is still far from optimal.
Most respondents are still unfamiliar with certain applications such as conversational agents, which can answer employee questions or help pre-screen candidates, as well as predictive analytics, which relies on historical data to anticipate needs such as workforce demand.
- 68% of HR professionals use AI to draft written content as part of their role
- 23% say this use is integrated into their department’s processes
- 6% say conversational agents are integrated into their department’s processes
- 5% say predictive analytics is integrated into their department’s processes
3. Companies are slow to put guardrails around AI
The study shows that many small and large organizations offer introductory AI training. Despite this interest, most still have not adopted a governance policy or a strategic plan to guide its use.
Patrice Poirier, President of SIGMA-HR, makes the following observation:
“While executives are still thinking through their AI strategy, teams are already using free tools to move faster. The problem is that this silent adoption fragments practices, bypasses governance, and exposes the organization to risks it no longer controls.”
- 29% of companies have an AI strategic plan
- 33% have implemented AI governance to guide practices
- 76% of HR professionals believe that the lack of a clear strategy is the main barrier to deploying AI in their department
Also worth reading: The 9 AI challenges HR must tackle in 2026
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The study identifies three areas where HR professionals are seeing productivity gains from AI:
- 75% report productivity gains in recruitment
Already, 52% of companies use AI to write job descriptions, 46% to suggest candidate screening questions, and 34% to take notes and summarize interviews. However, only 22% use it to identify the most relevant résumés, and just 5% use a conversational agent on their recruitment pages. - 70% report productivity gains in administrative management
Unsurprisingly, HR professionals make extensive use of generative AI to draft policies, procedures, contracts, regulatory watch summaries, and compliance letters. However, 56% of companies do not use this technology for HR management, time management, or payroll. - 55% report productivity gains in training and skills development
The same pattern appears here: 48% of respondents use AI to create training content and materials, while 43% say their company does not use this technology in that area. Yet HR teams could benefit from using it to create multilingual videos, quizzes, and educational content from simple Word or PowerPoint files.
Read more: By 2030, HR will no longer be the same profession
5. New challenges for HR
The Barometer
of AI in HR in Canada confirms that HR teams are being called on to play a central role in the paradigm shift driven by AI. Here are the main challenges ahead:
- Data protection
A large majority of respondents (91%) believe that AI represents a significant—or even very significant—risk to confidentiality and privacy. The study points out that HR is legally responsible for employee data under both provincial and federal laws. In this context, organizations would benefit from setting clear guardrails around the use of pocket AI and prioritizing secure tools.
Further reading: Data security: an issue that concerns the entire organization
- Job transformation
Nearly all respondents (99%) believe that AI will continue to transform their roles. Most also believe that, within the next three to five years, other divisions in their organization will be affected as well—including IT (97%), marketing and communications (96%), and accounting and finance (88%).
- Supporting the organization through AI adoption
HR teams will need to support both leadership and employees through this transition. Some HR departments already play a decision-making role (13%) or act as a strategic partner to leadership (38%) in driving these technological and cultural changes within their organization. In half of the cases, they also lead skills development related to this technology.
To go further: AI in business: Why is HR on the front line?
Are your HR ready for tomorrow ?
Let's talk about itThe first edition of the Barometer
of AI in HR in Canada paints a clear picture of a transition already underway. A large share of HR professionals are already using generative AI, and leadership teams would benefit from adopting governance frameworks and secure tools without delay to better manage its use. In this context, HR teams are proving to be trusted partners for leadership—whether it is to protect employee data, support teams through changes in the way they work, or help develop the skills needed to get the most out of AI.