1. HR shouldn’t wait to be invited to the AI conversation

Alex didn’t mince words: AI isn’t just an HR issue, and it didn’t start with HR.

“These conversations are already happening across every department. The question is whether HR chooses to engage in them — or stays overly focused on our own use cases and misses the moment.”

Instead of waiting to be looped in, she challenged HR leaders to elevate their perspective:

• Look across the org: how are other teams changing?
• Engage as translators, not just policy makers.
• Help shape a human-centered, AI-powered culture.

2. Efficiency creates possibility — but only if we define what comes next

At Jasper, Alex and her team are driving adoption from the inside out. That starts with setting intentional principles like:

“Efficiency creates possibility.”

In other words, if AI frees up time, it’s on leaders to clearly define what that new time is for. What should people do with it? What becomes possible?

“There’s comfort in doing the things you know. But once you let go of that familiar work, people need a compelling new vision to move toward.”

3. HR teams should be prototyping too

When it comes to org design in an AI era, Jasper doesn’t just talk — they build.

Inspired by how their EPD team was rapidly prototyping new features, Alex brought the same approach to the People team. That means:

• Building fast prototypes of L&D tools (like podcast-based training)
• Hosting a weekly "pAIn" session to share what failed related to AI
• Tracking learnings across the team to iterate smarter, not just faster

“It’s not about perfect tools. It’s about embedding experimentation into the way your team works.”

4. Early-career jobs may go away — but early-career talent isn’t

As AI reshapes the entry-level landscape, many assume new grads will struggle to find a foothold. Alex pushed back:

“Early-career jobs might change. But early-career talent? They’re growing up in this paradigm. They’re going to teach us how to work in these new ways.”

The real challenge? Shifting our training and mentorship models:

• Less focus on repetitive tasks
• More on judgment, critical thinking, and reverse mentorship

“They might not need to slog through manual work like we did. But they still need guidance — and we need their perspective.”

5. Future orgs won’t be pyramids

Alex described the future structure she sees emerging: not a top-down pyramid, but more like an oblong shape with evenly distributed roles.

“You don’t need layers and layers of junior support roles anymore. You need nimble, equally-sized teams that can form and reform around the work.”

This shift demands a new kind of leadership, new ways of teaming, and new definitions of career growth.

“We’re not there yet. But it’s already starting to reshape our org charts.”

Thanks for reading. See you next time!

P.S. If you like MPL, help us grow the show by giving us a 5 star rating on Apple or Spotify.

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