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Building the HRIS of 2030: Designing for a Workforce of Humans and Digital Employees
By 2030, the workforce will look fundamentally different, with human employees and AI agents, often referred to as digital employees, working side by side. Most HR information systems were built on one assumption: every worker is a person. That assumption no longer holds.
Today's HRIS platforms are not designed to manage digital employees. They cannot track an AI agent's role in a workflow, govern decisions, or integrate performance into workforce analytics. As AI agents move from pilots to core operations, HR leaders face a real and urgent design challenge.
This session presents a practical blueprint for next-generation HRIS, showing how HR technology platforms can be redesigned to treat humans and digital employees as equally recognized members of the workforce. Attendees will explore a unified workforce data model with shared attributes for analytics and distinct attributes for each—from benefits and career data to model version, autonomy level, and compliance properties.
It also addresses governance and integration, including identity management, audit logging, bias controls, and HRIS as a connected source of truth.
The session concludes with a practical 12-month roadmap to a dual-entity HRIS, including key investments and expected return.
Today's HRIS platforms are not designed to manage digital employees. They cannot track an AI agent's role in a workflow, govern decisions, or integrate performance into workforce analytics. As AI agents move from pilots to core operations, HR leaders face a real and urgent design challenge.
This session presents a practical blueprint for next-generation HRIS, showing how HR technology platforms can be redesigned to treat humans and digital employees as equally recognized members of the workforce. Attendees will explore a unified workforce data model with shared attributes for analytics and distinct attributes for each—from benefits and career data to model version, autonomy level, and compliance properties.
It also addresses governance and integration, including identity management, audit logging, bias controls, and HRIS as a connected source of truth.
The session concludes with a practical 12-month roadmap to a dual-entity HRIS, including key investments and expected return.
Learning Objective 1
Define what a workforce-ready HRIS looks like by understanding how systems must evolve to support both human and digital employees through a unified data model.
Learning Objective 2
Assess where your current HRIS falls short and what to ask your vendors.
Learning Objective 3
Mitigate compliance and ethical risks by building oversight, transparency, and accountability into HRIS and AI strategy from the start.
Access Type
Conference Pass