In Nigeria, human resources (HR) professionals are being encouraged to view Artificial Intelligence (AI) as a vital ally rather than a threat to human expertise.
This perspective was a key takeaway from the ‘Reimagine HR 2.0’ conference on HR Technology and Innovation, organized by SIAO Partners under the theme ‘The Rise of Smart Talent’.
Victor Banjo of Lagos Business School emphasized the irreplaceable value of human connection in business, reminding attendees that despite technological progress, “important deals are still sealed over meals, not through chatbots,” highlighting the essential role of personal interaction in critical negotiations.
Samson Iyayi, head of HR Consulting at SIAO Partners, expanded on this by clarifying HR’s unique position. While acknowledging AI’s strength in managing productivity at scale, he pointed out its shortcomings: “AI can identify who is meeting targets, but it cannot detect who is silently struggling with burnout.”
He advocated for a harmonious partnership between humans and machines, stating, “AI may serve as the intellect, but HR must continue to be the emotional core; when intellect and heart unite, organizations flourish.”
Transitioning from Manual Recruitment to Automated Processes
Banjo reflected on the transformation in recruitment practices over the years. He recalled spearheading a recruitment campaign for British American Tobacco in 2002, where his team painstakingly reviewed over 20,000 resumes manually to select just 206 candidates.
This labor-intensive approach, driven by intuition and structured evaluation, yielded strong talent pipelines, with many recruits advancing to senior leadership roles worldwide.
However, he acknowledged that replicating such a process today would be impractical, underscoring the necessity of leveraging algorithms to efficiently manage large volumes of data.
He also shared a contemporary success story from Lagos Business School, where the introduction of an AI assistant named ‘Nexa‘ to handle routine customer inquiries has boosted staff morale. Banjo described Nexa as a “collaborative colleague rather than a mere tool,” enabling human employees to concentrate on more impactful tasks.
Banjo emphasized that AI should enhance, not replace, HR capabilities, provided professionals commit to continuous learning. He cautioned that the true threat lies not in technology itself but in leaders who “fail to ask insightful questions of the data.”
He concluded by urging HR practitioners to avoid automating empathy and instead embrace their role as “guardians of humanity” within AI-integrated workplaces.
Redefining Talent: The Human Element in a Digital Era
A significant theme of the conference was the evolving concept of talent.
Alasa highlighted that AI has shifted from a futuristic idea to an everyday reality, bringing not just digital change but behavioral transformation.
He argued that the conventional definition of talent is outdated. “Smart talent differs from merely skilled talent,” he asserted, explaining that “skills alone no longer provide a competitive advantage.” Instead, true smart talent is characterized by rapid learning, adaptability, and the ability to collaborate effectively with AI.
To illustrate, he noted, “A nurse utilizing AI-powered diagnostic tools can outperform a senior doctor who resists adopting AI.”
Alasa predicted a fundamental shift in work structures, with traditional job descriptions giving way to dynamic capability maps, performance reviews replaced by outcome-focused narratives, and linear career paths evolving into capability-driven journeys.
He described the future workplace as a fusion of human empathy and digital intelligence, emphasizing that AI is not just reskilling employees but “rehumanizing” the workforce, compelling HR to move beyond administrative functions.
AI as a Collaborative Partner, Not a Rival
Tonye Briggs, founder of DNA Learning Solutions, reinforced the prevailing message that “HR and AI must collaborate, with AI serving as a partner rather than a competitor.”
Briggs stressed the importance of contextualizing AI adoption, warning against Nigeria’s tendency to “copy and paste” technology solutions without adaptation. He noted that many AI systems are designed for different cultural and operational environments, necessitating local customization.
“It’s crucial to integrate your specific context when implementing AI,” he advised.
He also cautioned against eliminating the human factor in the quest for automation, sharing that “in our HMO project, AI removed the human judgment essential for accurate outcomes; no machine can fully replace human decision-making.”
For users of generative AI, Briggs highlighted that “mastering prompt engineering is now essential; poorly crafted prompts lead to inaccurate results.”
During broader discussions, experts noted the subtle rise of age bias in some organizations favoring younger employees but countered this by citing examples like Google, where former intelligence and military professionals now lead cybersecurity teams, demonstrating that intellectual capability remains paramount.
With evolving work dynamics, the new norm is “just-in-time learning,” replacing outdated, lengthy curricula with concise, targeted micro-learning modules.