Last week we covered where AI gets HR wrong. Employment law errors, tone issues in your comms, the cost of trusting a confident-sounding answer without fact-checking it.
This week, we’ll get into what to do instead, and how keeping human in the loop in the right ways is key.
But first, something worth naming. Discernment is what makes AI useable in HR Because keeping a human in the loop only works if that human has the experience and judgement to know what they're looking at.
AI can draft a termination letter in seconds. It takes someone with years of HR experience to read that letter and know, immediately, that the notice period is off for BC, that the tone could expose you to a human rights complaint, that the non-solicitation clause is invalid, or that the timing creates a risk you haven't considered.
That's discernment: it comes from actual experience, and you can't prompt your way into it.
At Reimagine Work, our team brings over 100 years of combined HR experience across industries and company sizes. When we review AI-generated HR content with clients, we're not proofreading. We're applying pattern recognition, legal awareness, and cultural intuition that comes from doing this work for a long time.
That's what makes the human-in-the-loop step work. It's not just any human. It's the right human.
1. Use AI to start, not finish
Let AI draft the job posting, the email, the policy outline. Before it goes anywhere, a human reads it. Every time. Ask yourself: does this sound like us? Is this correct for our situation? Would I be comfortable if this ended up in front of an employment lawyer?
2. Never let AI answer a legal question on its own
If you're asking AI about notice periods, termination, leaves, accommodation, or anything that touches the provincial Employment Standards Act, treat the answer as a starting point. Verify with someone who knows employment law. That's what we're here for.
3. Read it out loud before it goes to your team
Before you send an AI-drafted message, read it in your own voice. If it doesn't sound like you, rewrite it. Your team knows your voice. When it's off, they notice.
4. Decide what AI doesn't touch
Performance conversations. Terminations. Conflict. Accommodation requests. These require judgement, care, and human presence. No AI prompt replaces that.
5. Build a simple review step into your process
AI drafts. Human reviews. Human sends. If it touches employment law or your team's trust, it gets a second set of (discerning) eyes at a bare minimum. That's the loop.
The bottom line?
AI saves time and gets ideas onto the page fast. But it only works well when you stay in the driver's seat, and when the person reviewing the work knows what good looks like.
If you want help building that into how your team works, or you're not sure where your exposure is, let’s start the conversation at connect@reimaginework.ca.