Are you worried artificial intelligence will take over your role?

There’s been a lot of talk lately about how artificial intelligence (AI) is transforming the workplace.

For INGOs, which are often navigating limited resources and high demands, AI has real potential. It can improve productivity, streamline reporting and free up time for mission-critical work, but with these benefits comes uncertainty. Many employees, especially in HR, worry about what AI means for their roles, purpose and future.

While staff are already using tools like ChatGPT, Claude and Co-Pilot to draft policies or reports, many leadership teams are only beginning to define how AI fits within their organisation. They’re asking: What is our stance on AI? What policies do we need? And how do we support our people through the change?

A recent CIPD People Management article [paywall] reported that 40% of employees fear AI could eliminate their jobs. But there’s another side: a report from Freshworks found that 55% of employees are already using AI tools, 72% trust AI to add value and 81% feel it helps their team to shine. For knowledge workers, including those in the nonprofit space, AI may not be replacing roles but enhancing how we work.

So how can HR leaders in INGOs help navigate the AI transition?

Present the rationale for using AI and its benefits
From advocacy work to frontline humanitarian support, every INGO has a different purpose. So what AI can do for each organisation will be different too. HR teams can start by clarifying your organisation’s position. Are you open to using AI? Have you identified areas where it can ease workload or improve outcomes? Will it help reduce burnout in over-stretched teams? Make these benefits visible and share how you’ll measure impact. When people see the ‘why’ behind the change, it can ease anxiety.

Acknowledge employees’ fears
The fear of becoming obsolete is real. Be open and honest about what changes are coming – whether they’re gradual or more immediate. HR has a key role to play in helping leaders clearly communicate issues such as what tools are being introduced, how workflows might change and what AI training will be made available. Create opportunities for staff to voice their concerns about AI through safe, open channels, such as line managers, team check-ins or anonymous feedback.

Create an employee advisory group
Change is easier when employees feel part of it. Involving staff early in the transition to AI can help you spot gaps in understanding, resistance points or training needs. Consider forming an advisory group made up of staff from different departments and levels. These representatives can support smoother adoption and help leadership stay connected to staff experiences. In INGOs, where collaboration and buy-in are key, this step can make a real difference.

HR’s role in AI readiness
In the INGO sector, where people are mission-driven, HR can act as both a guide and a safeguard. Yes, AI brings new tools , but staff still bring the heart, judgment and values that technology can’t replace. Supporting teams to use AI is about embracing innovation while holding on to what makes your organisation human.

If your HR or leadership team is exploring how to introduce AI into your workplace in a thoughtful and inclusive way, we’re here to help. Contact Hafton HR for a free consultation at 📧 [email protected]. Anna Stobart, Hafton Consultancy Ltd, 020 7582 2368