How IT's Role In Talent Management Is Evolving

As of 2025, 78% of companies are already integrating artificial intelligence into at least one core function. This figure alone illustrates the transformative moment we are living. But it's not just about innovation. What we are witnessing is a structural shift in how organizations understand, manage, and develop talent.

This transformation isn’t happening quietly. It’s visible, profound, and it raises an urgent question: Will human resources continue to lead talent management, or will that role be gradually absorbed by technology departments?

At CES 2025, Jensen Huang, CEO of NVIDIA, offered a bold and thought-provoking prediction: IT departments will become the new HR for AI agents. In other words, they won’t just develop or deploy tools,they will onboard, train, and manage digital workers who will operate alongside humans across industries  – although human resources will remain absolutely essential.

Technology Reshaping the Way We Work

Today, AI-powered tools are helping organizations streamline talent acquisition, automating administrative tasks, and analyzing large volumes of data to drive smarter decisions. Talent management platforms, like the one we’ve developed at Pandapé, are already helping companies reduce time-to-hire, lower costs, and improve decision-making accuracy throughout the recruitment process.

Meanwhile, IT teams are beginning to take on a more active role. Their involvement includes supporting the implementation of virtual agents, integrating chatbots that interact with candidates and employees, and contributing to the deployment of algorithms that detect anomalies in performance or recruitment processes. This growing collaboration reflects the increasing importance of technology in how organizations manage talent.

But automation does not mean replacing the human role. The real evolution lies in how people and technology collaborate to bring out the best in each other. And this is where human resources remains absolutely essential.

The Challenge of Integrating Ai Into Talent Management

Every technological breakthrough brings new responsibilities. Today’s organizations must reconsider how they protect personal data, ensure fairness in automated decisions, and monitor bias in the algorithms used to assess or select candidates.

While AI can recognize behavior patterns or forecast trends, some human capabilities remain irreplaceable: empathy, creative thinking in uncertain contexts, emotional intelligence, and purpose-driven leadership.

This is why, even as IT designs and deploys new technologies, HR must strengthen its role as the guardian of organizational culture, employee well-being, and team cohesion. This isn’t a matter of competition, it’s about redefining boundaries and building a true partnership.

Human Talent Is Still at the Center

According to McKinsey, the growing use of AI has not triggered mass layoffs. Instead, it’s leading to a reconfiguration of roles and the creation of new specialized positions. This brings a massive challenge: retraining employees, supporting their transition, and creating an environment where they can adapt without fear.

That’s where HR plays a valuable and irreplaceable role: retaining and engaging the human workforce, providing them with purpose, clarity, and the tools to grow in a constantly evolving landscape. Technology can help identify job openings or automate evaluations, but only humans can build belonging, trust, and long-term commitment.

Collaboration, Not Substitution

The increasingly strategic roles of IT and HR point to an emerging model of shared responsibilities, where technical and human perspectives come together to enhance the value of both digital tools and people within organizations.

Organizations that recognize this shift won’t just be more efficient. They’ll be more resilient, more empathetic, and better prepared to lead in an increasingly complex world.

Artificial intelligence has transformed the way companies source and manage talent. But the key lies in combining human insight with technology to build recruitment and development processes that are faster, smarter, and more empathetic. As IT teams take on a strategic role in managing AI agents, HR must focus on nurturing culture, developing talent, and strengthening employee loyalty.

A Redefined Ecosystem of Talent Management

This evolving landscape requires both departments to take on new responsibilities. For IT, this means overseeing digital systems and AI agents with the same level of care and structure once reserved for software or servers. They’ll need to maintain, monitor, and train digital workers, ensuring they align with organizational ethics, data privacy standards, and strategic objectives.

For HR, the challenge is to prevent the erosion of human connection in an increasingly automated environment. Building employee engagement strategies that coexist with AI systems, addressing the emotional impact of automation, and ensuring equity and transparency will become core competencies.

Tools powered by AI can evaluate technical fit, but they cannot fully understand context, nuance, or motivation. And these are precisely the qualities that matter most when it comes to leadership, innovation, and organizational cohesion.

Shared Responsibility

As organizations adopt smarter hiring and talent management technologies, they must also assume a shared responsibility for their ethical and strategic use. The solution is not to fear technology, but to build structures that prevent its misuse and maximize its potential.

This includes setting up internal safeguards, compliance protocols, and human oversight mechanisms for AI-driven systems. And it also means upskilling HR and IT professionals to work together, share data responsibly, and co-design processes that serve both efficiency and humanity.

Rather than choosing between technology or people, successful companies will design hybrid systems where each complements the other. These are the organizations that will attract and retain the best talent — both human and digital.

Beyond Automation: Strategy, Purpose, and Trust

Digital transformation is no longer optional. It is a necessity. But adopting new technologies should not come at the expense of organizational purpose. On the contrary, the companies that stand out will be those that integrate technology with a clear sense of mission and values.

The question, then, isn’t whether IT departments will take over talent management. The real question is how companies will evolve to integrate these capabilities without losing their essence.

The organizations that succeed in this balancing act — those that leverage AI to drive performance while preserving human dignity and connection — will lead the way in the future of work.

At the end of the day, managing talent isn’t just about deploying the right tools. It’s about creating an environment where people and machines can collaborate, grow, and contribute to something meaningful.