AI Adoption, Flexibility Reshape Workforces Across the Americas

AI, workplace flexibility, and shifting employee expectations are transforming labor markets across the Americas, with new research revealing shared challenges in engagement, skills readiness, and leadership. 

TriNet’s 2025 State of the Workplace report, which surveyed more than 1,000 US respondents, outlines trends that mirror those seen in Mexico and Latin America, where companies face growing pressure to align technology adoption with human development. TriNet, a provider of HR solutions for SMEs, found that employers and employees hold diverging perceptions of engagement and preparedness. While 47% of employers believe their workforce is “extremely engaged,” only a third of employees agree. Catherine Wragg, Chief People Officer, TriNet, says that the findings highlight a transformation that “uncovers blind spots and insights that SMBs must address to stay competitive.”

This perception gap extends beyond engagement to skills readiness. Nearly half of employers believe workers have the capabilities to succeed, yet employee confidence fell from 59% in 2024 to 49% in 2025. The data points to a widening “talent readiness gap,” one that is also apparent in Mexico, where 68% of recruiters report difficulty filling key positions, according to Buk’s HR Trends 2025 study.

The Mexican report attributes these challenges to the pace of technological change, which is outstripping the capacity of education systems to adapt. It emphasizes the importance of analytical thinking, creativity, and resilience as essential traits for future employability — competencies increasingly tied to AI integration.

AI adoption has become widespread across organizations of all sizes. TriNet reports that 94% of employers and 84% of employees in the United States now use AI on the job, with two-thirds leveraging it for HR functions such as candidate screening, payroll, and performance management. In Mexico, a similar trend is unfolding: Michael Page’s Talent Trends 2025 study shows that 37% of professionals use generative AI tools like ChatGPT or Microsoft Copilot daily, and two-thirds report measurable productivity improvements.

However, while professionals embrace these tools, employers are slower to formalize AI skills in job descriptions or hiring criteria. Industry analysts describe this as a “recognition lag,” where digital tools are embedded in workflows but not yet reflected in corporate frameworks. This disconnect reflects a broader challenge in defining what AI fluency means for modern work.

Beyond the skills gap, TriNet’s research points to evolving expectations around flexibility and benefits. Employers increasingly view three days in the office as the optimal hybrid model, up from 21% in 2024, yet only 14% of employees agree. This divide parallels Latin American labor markets, where hybrid and remote work continue to mature amid demands for greater autonomy.

Employee well-being is another area where alignment is growing in importance. TriNet’s survey notes increased prioritization of mental health coverage, child care assistance, and fertility benefits, while Bonda’s regional HR analysis finds that traditional, standardized benefit plans are losing relevance. In Bonda’s internal data, employee satisfaction with benefits fell from 79% in 2020 to 56% in 2024, prompting more companies to adopt flexible and personalized offerings.

Bonda’s findings also highlight a leadership challenge. Only 27% of employees consider their leaders highly effective, indicating the need for a “New Leadership” model focused on empathy, adaptability, and emotional intelligence. This shift mirrors TriNet’s observation that emotional intelligence and flexibility are becoming as critical as technical skills in sustaining engagement and retention.

At the same time, HR departments themselves are undergoing a transformation. Bonda estimates that 90% of global organizations will use AI in HR workflows in 2025, while Buk reports that 63% of companies already applying AI in HR do so to promote fairness and reduce bias. These efforts illustrate how organizations are beginning to integrate automation without sacrificing human oversight, an essential balance as technology reshapes decision-making.

The implications for both US and Mexican employers are clear: maintaining competitiveness now depends on developing AI literacy and embedding it into workforce strategies. Research from AIResumeBuilder.com shows that three in ten US companies plan to replace roles with AI by 2026, particularly in administrative, customer service, and IT support functions. Yet the same survey notes that workers with AI skills enjoy higher job security and greater career mobility.

Generative AI now supports voice, video, and conversational tools that can automate recruitment, onboarding, and training while maintaining human-centered interaction. Analysts argue that the next phase of transformation will depend on how well organizations align technology deployment with cultural and ethical considerations. As AI becomes integrated into every aspect of HR, companies must cultivate transparency, data governance, and reskilling programs to sustain trust and performance.

In both markets, HR is evolving from an administrative role to a strategic partner in business planning. Buk reports that 71% of companies aim to strengthen their HR business partner function to align talent strategies with corporate objectives. Companies with mature HR structures are twice as likely to exceed financial targets and significantly more capable of adapting to change.

Across the Americas, the message is consistent: the future of work will not be defined solely by technology, but by how organizations combine digital tools with human insight. Those that invest in reskilling, flexible work models, and authentic leadership are better positioned to navigate disruption and build resilient, AI-enabled workforces that sustain long-term growth.