We’ve passed the autumn break and entered November – darker days back home, but I’m still working from our motorhome in Spain while my husband plays golf. Unusual and wonderful at the same time ☀️
This time, my column shares reflections from UNLEASH World in Paris – my first visit in ten years. It’s clear how much the HR landscape has changed, but also how far we still have to go when it comes to truly turning strategy into action.
I’d also like to remind you that registration for the HR Tech Network 2026 is now open. The network is for those responsible for HR systems, digitalisation, or HR Tech within their organisation – and who want to develop together with others in similar roles. You can find all the details and participant quotes here (In Swedish): https://www.hrdigi.se/kurser/hr-tech-natverk-2026
And for those who’ve missed hearing my voice in podcast form – there’s a new episode out, in English this time, on Simply Briefed. I talk about why today’s organisations are still built on old structures, how AI is reshaping what’s possible, and why HR’s role is now about designing the interaction between people, data, and technology. Listen here!
Work on my report Future-Proof HR – Insights and Strategic Choices for 2026 is moving a little slower than planned. Spain has simply been too enjoyable. But it’s coming – most likely in December.
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- UNLEASH World 2025
- Anna’s activities 👌
- Notes from the HR Tech industry 💡
📅 Events & learning calendar on the website: HRdigi | Event and education calendar 2025
Two days. Thousands of participants. And one message that ran through everything: AI, AI, and more AI.
UNLEASH in Paris brought together HR leaders from Europe’s largest organisations – all with over 5,000 employees – to understand what’s “hot” right now. They’ve been doing this for 15 years, and it’s clear that HR is now far more dependent on, and shaped by, technology. Just like at HR events in Sweden, there were plenty of HR Tech vendors in the exhibition hall. But the key difference compared to smaller local events was that technology also took centre stage in the presentations.
It was my first UNLEASH in ten years, and much has changed. Yet, in some ways, not nearly enough.
Almost every session focused on AI – how it can drive productivity, support managers, transform learning, and shape culture. The conversation has matured somewhat – fewer visions, more examples – but there’s still a lack of evidence of real impact. Many vendors spoke about open ecosystems and integrations, but few demonstrated how this actually changes the way HR works.
It also became clear that very few organisations are truly taking advantage of the new AI features built into their systems – and that even the vendors themselves are still finding their way. At the same time, there was surprisingly little focus on data quality, security, ethics, and the basic foundations needed for success.
The old truth still holds: without clean data, clear processes, and the right mandate, no AI initiative will take off.
I had the pleasure of leading a panel with Josephina Smith and Eva Linares – a conversation that went straight to the real work behind digitalisation: board decisions, budgets, and concrete results. I was told afterwards that it was a refreshing contrast to many other sessions, which tended to stay in the visionary rather than the practical. The short and intense format – 15 or 25 minutes, without time for questions – probably reinforced that impression.
It was clear that UNLEASH primarily targets HR leaders on a strategic level – and many messages were educational: “This is what you need to understand, this is what you should do.”
The contrast with HR Tech in Las Vegas earlier this autumn was striking. There, the conversation had already moved beyond education to execution. Panels focused on experience, lessons learned, and real results. In Europe, we’re still one step earlier – where HR needs to understand, explain, and build alignment. That’s not wrong, but it’s a reminder not to get stuck in analysis while the rest of the world is already acting.
I missed more discussions about how to actually move forward. How teams are organised. How real change is driven.
When I meet HR leaders in everyday work, I often hear the right words about strategy and direction – but when it comes to execution, to what actually happens within the teams, things often stand still.
Perhaps we sometimes maintain a professional façade outwardly, while reality behind the scenes moves more slowly. That’s human, perhaps – but also risky if we don’t dare to show vulnerability.
Because this is when HR’s role is truly being tested.
Josh Bersin put it bluntly: “HR is no longer a support function – you’re in the data business now.”
Several speakers emphasised the importance of data quality as the foundation for using AI – but also how difficult it is to move from dashboards to truly data-driven decision-making. And Daniel Susskind reminded us that jobs aren’t disappearing, but the tasks within them are changing rapidly. AI is taking over parts of the work, but leaving what requires judgement, empathy, and discernment – the very things that make us human.
Many returned to the importance of empathy, trust, and leadership in times of change. To succeed in this new reality requires not only systems and strategy – but leaders who dare to be both courageous and human.
The most inspiring stories were those where words had become action. Like Dutch telecom company KPN, which achieved 30–50% efficiency gains with a new operating model and AI support – while improving quality. They started with the process, not the technology. That’s the key lesson.
Three takeaways for HR leaders from UNLEASH 2025:
1. Start where you are – not where the trend points.
AI can’t fix unclear processes or poor data quality. The foundation must be solid first – otherwise, it will only become expensive and frustrating.
2. Look ahead, but dig deep.
It’s not enough to “have a strategy.” What separates the successful organisations is that they also know how to move forward – in practice, with accountability, structure, and the courage to adjust along the way.
3. Build HR’s digital confidence.
AI and data won’t replace HR, but they will change everything HR does. That’s why HR teams must understand the logic of technology, dare to experiment – and own their role in the new game.
Want me to come and talk about future challenges, choices, and strategies with your team? You can reach me at anna.carlsson@hrdigi.se.
For the fifteenth consecutive year, growth remains the top priority for CEOs worldwide, according to Gartner’s new survey. But the way they aim to achieve it is changing – and HR risks being left out. Only 20% of CEOs now rank the workforce among their top three priorities, a dramatic decline from 2022. The same trend is reflected in several other studies beyond Gartner’s.
👉 https://www.linkedin.com/pulse/title-how-chros-can-support-ceos-top-priorities-2025-2026-ethhc/
Want to catch the highlights from HR Tech Las Vegas? On December 11, the organisers are hosting HR Tech Remix – a free, one-day digital event featuring four sessions that revisit some of the year’s most talked-about presentations, now with new perspectives for 2026.
Speakers include Nickle LaMoreaux (CHRO, IBM) on AI agents in practice, Josh Bersin on how AI has reshaped the HR landscape, and Stacia Garr (RedThread Research) guiding us through next year’s megatrends.
👉 https://www.hrtechnologyconference.com/hr-tech-remix
The use of generative AI tools has exploded in Sweden. According to SCB’s new report IT Use by the Population 2025, 37% of people aged 16+ have used generative AI in the past three months – an increase of 12 percentage points compared with 2024. But sadly enough, the increase by women is far less than for men.
A new LinkedIn survey shows that Swedish professionals increasingly use AI as a tool at work, yet trust in decision-making still lies with human colleagues. Around 46% say they trust their professional networks more than AI tools. Meanwhile, 60% say gut feeling outweighs algorithms when making decisions – and 75% believe that human intuition and peer advice can’t be replaced by technology.
The study also highlights a paradox: while confidence in using AI tools is growing, 41% feel overwhelmed by the expectation to master the technology quickly.
👉 https://hrnytt.se/aktuellt/ai-gor-jobbet-enklare-men-kollegorna-gor-oss-tryggare
A new report from TNG shows that generative AI has become a natural part of Swedish working life – 72% of white-collar employees now use the technology in their jobs. At the same time, a clear leadership gap is emerging: only 17% of workplaces have a defined AI strategy, and nearly half lack policies or guidelines.
The report reveals that employees are often driving the development themselves, while many managers lack support to lead it. TNG concludes that the future of leadership isn’t about technology – it’s about managing behavioural change. To avoid the “AI gap”, organisations need strategy, ethics, and courage – or risk losing both engagement and innovation capacity. The report notes that HR currently leads in AI use, though this should be taken with a grain of salt since other studies suggest otherwise.
👉 https://www.tng.se/research/rapport-tng-ai-insights-2025
Fosway Group’s latest report shows that the HR market is rapidly changing under the pressure of economic uncertainty, consolidation, and AI. Strategic workforce planning now tops HR’s agenda in Europe, closely followed by investments in AI and automation.
The report highlights a shift from traditional talent management to a new reality where tasks, skills, and AI are interlinked. Despite the rapid pace of technological development, fewer than 20% of organisations have implemented AI in practice. The areas leading the way are recruitment, learning, coaching, and employee feedback.
Fosway warns, however, that AI can just as easily create information overload as value. The most successful HR organisations of the future will be those that integrate people, systems, and AI intelligence into a cohesive whole.
👉 https://www.fosway.com/9-grid-2/talent-management-people-success
Stockholm-based Intelliplan, a SaaS provider for recruitment and staffing, has acquired EuroNetics in Linköping.
Swedish digital health platform Natural Cycles is launching a new tool for women in perimenopause, alongside a new wearable device.
👉 https://femtechinsider.com/natural-cycles-launches-perimenopause-app-mode-and-wearable-band/
The purpose of this newsletter is to share news from the HR Tech market and highlight trends in digitalization, AI, and innovation for leaders and HR professionals.
About me
My name is Anna Carlsson, and I’m a strategic advisor and HR Tech analyst. I help HR and leadership teams make smart decisions in HR Tech, AI, and digitalization – through strategies that are clear, sustainable over time, and actionable. Assignments range from one-hour advisory calls to long-term projects where I support you all the way from current state to concrete results.
I run HR Digi, supporting HR professionals and HR Tech companies in navigating, understanding, and leading in a digital era. And it doesn’t always take major change – sometimes it’s about clarifying, prioritizing, and communicating strategically to achieve success.
Also proud memebr of Top 100 HR Tech Influencers 2024 & 2025 🙏
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