Amy Farner

We're able to automate those tasks and we're able to use agents to provide better support to managers in those tasks.

Second thing is we're using agents to help managers do their job better because we are, again, using AI to democratize access to advice and support.

Now, every manager can have an AI-powered coach who's saying, hey, you need to help coach your employee on their performance.

Let me help you with that.

Let me give you tips on that.

So we couldn't stop.

scale that with HR providing that one-on-one coaching to every single manager in most organizations.

But with AI coaching, we can actually support and empower and enable managers more.

The third thing though, is that the manager's role is really now no longer about routine supervision, but it's about helping employees navigate this huge transition.

So they still need to be able to prioritize, they need to build culture, they need to align teams, they need to develop track talent, but they also need to help their teams adjust to how their roles are changing in the age of AI.

So we are calling on super managers to champion the use of AI, to help their teams think through how they're reinventing work, to experiment, to really help them navigate that uncertainty of the transformation as well.

So it's really a huge opportunity, but what we're finding is that almost 80% of organizations aren't there yet.

they're still working towards that transition.

They haven't clearly defined, clearly communicated to managers what that's gonna look like.

So I don't think managers are going anywhere, but I do think we have a lot of kind of a lot of runway ahead of us where we need to help define what are those revised and revamped expectations for managers and how do they support their teams using new tools that are available to them and then in turn,

helping their team use new tools that are available to reinvent their workflows and adjust to what does work look like in an agent-fueled environment.

That's a huge question.

And I think that the answer is really similar to the answer on managers as well.

So just as the role of the manager is being reinvented and shifting, so is the role of HR.

And in an agentic HR model that we see us moving towards, we call it HR 2030.