This month’s column is all about how we need to change within our organisations as AI and digitalisation continue to impact how we work. Both HR and IT need to evolve.
This is the final newsletter before the summer break – which I’ll be spending in a camper van 🚐 traveling across Europe. The newsletter will be back at the end of August. As I mentioned last time, a few changes are coming:
I’ve moved the event list to our website. I know it's a popular feature, and of course I’ll continue linking to it in each issue, but it no longer makes sense to include the entire list every time. Instead, I’ll highlight updates and news 📆
When the newsletter returns, it will shift to a biweekly format instead of monthly. And it will be shorter. I believe this makes it easier for you to read – and for me to write 🤔
Before we dive in, I’d also like to invite you to a joint event by HR Digi and Microsoft on September 5. The idea came after recording a podcast episode with Nina Rapp, Business Group Lead Modern Work at Microsoft Sweden. Naturally, the episode is about AI – and how it’s moving from strategy to everyday use in organisations. The episode will be released on August 18.
The event will mix presentations, discussions, and live demonstrations.
👉 Welcome!
What happens when the Head of HR also becomes the Head of IT? A popular LinkedIn post I shared recently raised that very question – and the reactions came quickly.
While it might sound radical, perhaps this is exactly the kind of disruptive thinking we need right now. AI is reshaping how we work, lead, and organise – and that calls for new structures.
In the post, I highlighted how Moderna has chosen to merge responsibility for both HR and IT into a single role. Not to cut costs. But to accelerate transformation, leverage AI, and make better decisions – where data, insight, and empathy come together.
This isn’t just a new job title. It’s a new way of thinking about how we structure organisations.
And there’s something to it – after all, what job today doesn’t have a digital component?
The comments clearly showed that this struck a chord – and that change is already underway in some places.
In certain global organisations, IT is being split into two tracks: one for infrastructure, backend systems and security – still handled by traditional IT – and another more strategic track focused on user-facing tools, digital capabilities and business-driven development. This second track is increasingly aligning with the business side – where HR is a key player, though not the only one. This role is often called Chief Digitalisation Officer – and yes, it already exists in Sweden.
I’ve previously argued that in large organisations, it may be wise to split out the People agenda from the traditional CHRO role – just as IT has been divided. A Chief People Officer (CPO) can focus on transformation, culture and strategy, while the CHRO continues to handle the more operational responsibilities.
But are we ready to merge HR and IT into one single role? Maybe not just yet.
A more realistic step might be to start with two roles working closely together – CPO and CDO – jointly responsible for people and technology. And who knows? Perhaps from there, the next evolution will emerge: a future Chief People & Digitalisation Officer.
I believe some Swedish tech companies are already there – ready to take that leap. But for many others, it’s about taking the first step: moving closer to each other.
HR needs to deepen its understanding of digitalisation, data, and everyday tech use. IT needs to build greater insight into behaviour, working conditions, and what actually motivates people. We need to create shared spaces where technology and humanity are no longer two separate worlds – but part of the same ecosystem.
The organisation of the future won’t be built in silos.
It will be built through collaboration 💜
In early June, Emira and I sat down to plan for the autumn season. The podcast will continue with the same focus:
"In this podcast, we explore and discuss how digital tools, AI, and other innovations are shaping the workplaces of the future and creating value for organisations, their employees, and managers – and of course, for HR too!"
We’ve also recorded three new episodes featuring guests, set to be released starting August 18:
🎧 You’ll find all published episodes on our website:
👉 https://www.hrdigi.se/podcast
Enjoying the show? 🎧 Feel free to share it with your industry peers – and don’t forget to leave a rating in your podcast app 🌟🌟🌟
Time for the June industry report – as always, a mixed bag of news.
Sweden’s new digitalisation strategy for 2025–2030 was presented by Erik Slottner on May 28, and I listened in on the press conference. It includes some truly strong ambitions – but I’m left wondering how it will actually be implemented in practice.
You can read my summary in the post – or explore the full announcement here:
👉 https://www.regeringen.se/pressmeddelanden/2025/05/ny-riktning-for-sveriges-digitaliseringspolitik/
You can read my summary here!
Workday has recently received two major AI certifications: ISO 42001 and approval under NIST’s AI Risk Management Framework. This demonstrates that the company has established processes and structures to develop AI that is transparent, secure, and fair.
Read more here!
At the same time, a legal case is underway in which Workday is accused of using AI-based recruitment tools that discriminate against older candidates. A class-action lawsuit has been given the green light in California – where the plaintiff claims he was consistently screened out from jobs he applied to through systems using Workday’s technology, solely due to his age.
Read more here!
This highlights a clear contrast between the ambition to build ethical systems – and the risk of having already created bias in practice. The certifications show that Workday is committed to responsibility going forward, but they say nothing about whether problems already exist.
An in-depth investigation is currently underway in the lawsuit – where the plaintiffs are working to gain access to internal data, demographics, algorithm logs, and internal bias evaluations.
To be continued…
One hour of Netflix streaming equals the energy needed for between 300 and 3,000 ChatGPT prompts. And if you end your shower one second earlier, you save enough water to offset around 40 ChatGPT prompts.
Read more here!
Lack of engagement isn’t just a workplace issue – it’s a massive economic drain. Gallup’s latest State of the Global Workplace 2025 report reveals that low employee motivation is costing the global economy up to $9.6 trillion USD – equivalent to nearly 10% of global GDP.
Only 21% of employees worldwide feel engaged in their jobs. The majority – 62% – fall into what Gallup calls the “quiet quitting” zone: not actively disengaged, but not involved or motivated either.
At a time when every percentage point of productivity matters, engagement should be a top priority. It takes leadership, data – and the courage to act.
Read the report here!
In Sweden, we rarely use standalone tools for employee evaluation or performance management – these features are typically integrated into our broader HR systems, alongside separate employee survey platforms.
Here’s a list to help you better understand what dedicated performance tools are all about. These are digital platforms designed to streamline and automate performance management tasks – including self-assessment, manager feedback, goal tracking, and process planning. Many of them also support 360-degree feedback, real-time analytics, and customisable templates.
Here are the article’s top five:
Swedish company MyMOWO, based in Östersund, offers digital fitness through a subscription service focused on movement anytime, anywhere. The company has now acquired GuineaPig, a Gothenburg-based startup that has developed an employee wellbeing app. The app integrates directly into Slack and Microsoft Teams, encouraging daily micro-breaks and movement in the workplace.
Several European tech companies are now reducing the number of junior positions – a direct consequence of AI solutions replacing simpler tasks, while demand grows for specialised skills in AI, data, and automation. According to VC firm Northzone, there’s a clear shift underway: entry-level jobs are being phased out, while companies are actively seeking senior talent with deep expertise in AI.
Read more here!
Swedish company BusinessWith, a well-established platform for comparing HR systems and other SaaS solutions, has acquired Danish startup DigiMatcher. The three-year-old company offers a similar service that helps organisations match with the right digital tools based on their specific needs.
Read more here!
Two Swedish companies made the list: Teamtailor and Adway 👏🏻
Read more here!
Thank you, Jannie Jeppesen, for an important opinion piece!
Read more here!
UK-based company Origin has launched a new employee benefits platform – and is already backed by £15.8 million in venture capital. Origin aims to give employers greater flexibility in creating personalised and engaging reward packages. A provider to keep an eye on.
Read more here!
Read more here!
👋 You’ll find me speaking at Arbetsmiljöforum on August 28 in Stockholm (also available digitally). After that, I’ll be at the Nordic Edtech Summit in Malmö on September 10.
Once again this year, I’m heading to HR Tech in Las Vegas, September 16–18. Despite the state of the world, it remains the place where I explore innovation – and return with exciting new insights.
The event list has moved – you can now find it here:
👉 https://www.hrdigi.se/news/event-under-2025
The purpose of this newsletter is to share updates from the HR Tech market and explore developments in digitalisation, AI, and innovation – all with a focus on leadership and HR. I also highlight new episodes from the HR Digitalisation Podcast.
About Me
My name is Anna Carlsson, and I’m a curious HR Tech analyst with over 20 years of experience at the intersection of business, people, and technology.
I run HR Digi, which supports HR professionals and HR Tech companies in navigating, understanding, and leading in a digital age – through advisory, collaboration, and continuous learning.
You can read more about me and my partners on our website:
🌐 www.hrdigi.se
I’m also proud to be named one of the Top 100 Global HR Tech Influencers of 2025 🙏
Feel free to book a virtual coffee with me – let’s talk about how I can support your work.
And yes, I (of course!) use AI to help write this newsletter.
Wishing you a wonderful summer!
