The paper "Revisiting the Role of HR in the Age of AI: Bringing Humans and Machines Closer Together in the Workplace" by Ali Fenwick, Gabor Molnar, and Piper Frangos explores the evolving role of Human Resource Management (HRM) in organizations as AI becomes increasingly integrated into the workplace. The authors highlight that HRM functions have undergone significant transformations over the past 20 years, becoming more cross-functional and data-driven. In the age of AI, HRM professionals face new challenges and opportunities, particularly in aligning technology with human needs and values. The paper identifies three phases of AI-HRM integration: technocratic, integrated, and fully-embedded. Each phase presents unique challenges and opportunities, emphasizing the need for a human-centric approach to ensure that AI technologies enhance, rather than diminish, the human experience. Key challenges include recruitment bias, job loss fears, ineffective human-machine integration, and ethical concerns. Opportunities for HRM include providing training and development, addressing trust issues, and fostering a culture of innovation and collaboration. The authors propose a multi-disciplinary, human-centric, and integrated approach to HRM, focusing on people management, culture, and compliance. They argue that HRM should play a pivotal role in bridging the gap between humans and machines, ensuring that AI technologies are used ethically and responsibly. The paper concludes by offering a forward-looking guide for HRM practitioners, policymakers, and researchers to navigate the transformative landscape of AI in HRM while upholding ethical principles and fostering a future where AI and humans coexist symbiotically in the workplace.The paper "Revisiting the Role of HR in the Age of AI: Bringing Humans and Machines Closer Together in the Workplace" by Ali Fenwick, Gabor Molnar, and Piper Frangos explores the evolving role of Human Resource Management (HRM) in organizations as AI becomes increasingly integrated into the workplace. The authors highlight that HRM functions have undergone significant transformations over the past 20 years, becoming more cross-functional and data-driven. In the age of AI, HRM professionals face new challenges and opportunities, particularly in aligning technology with human needs and values. The paper identifies three phases of AI-HRM integration: technocratic, integrated, and fully-embedded. Each phase presents unique challenges and opportunities, emphasizing the need for a human-centric approach to ensure that AI technologies enhance, rather than diminish, the human experience. Key challenges include recruitment bias, job loss fears, ineffective human-machine integration, and ethical concerns. Opportunities for HRM include providing training and development, addressing trust issues, and fostering a culture of innovation and collaboration. The authors propose a multi-disciplinary, human-centric, and integrated approach to HRM, focusing on people management, culture, and compliance. They argue that HRM should play a pivotal role in bridging the gap between humans and machines, ensuring that AI technologies are used ethically and responsibly. The paper concludes by offering a forward-looking guide for HRM practitioners, policymakers, and researchers to navigate the transformative landscape of AI in HRM while upholding ethical principles and fostering a future where AI and humans coexist symbiotically in the workplace.