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Why Your AI Strategy Needs HR From Day Zero

If your organization still views HR as the compliance cops standing by to squash complaints about an AI mandate, this episode is going to upend that thinking. David sits down with Tim Fisher—Head of AI at Black & White Zebra and longtime observer of organizational behavior—to dissect the real challenge of AI adoption in business. What he’s learned from being an “HR outsider” is simple but staggering: most companies are treating AI like a tech rollout when the real work is massive human change at scale—the kind of transformation HR has always lived in, even if others failed to notice. From the cavernous disconnect between what HR is being asked to do with AI and what they’re actually equipped to do, to why HR leaders must be at the table before strategy is set (not as cleanup crew), today’s conversation strips away the myth of AI as just another productivity tool. Tim and David map the human, technical, and leadership gaps that are shaping every AI effort today—and why success in 2026 will look nothing like a rushed compliance sprint. What You’ll Learn Why AI transformation is fundamentally a human transformation, not just a technical rollout. How HR’s real value lies in understanding human change at scale, not HR compliance chores. The authority gap masquerading as a “readiness” problem—and why HR needs decision power, not just a seat at the table. Why successful AI transformations will be slower than CEOs imagine, and what that means for planning. The messy reality of AI implementation: from shadow usage to sabotage to shifting work dynamics. Key Takeaways HR is not compliance police. Organizations have misvalued HR for years—but HR is the unit that actually understands change at scale. AI is a forcing function. It’s forcing organizations to ask why they do things the way they do them—and whether they should be doing them at all. Human + tech alignment is non-negotiable. Getting HR and tech leaders structurally closer early in the process solves more problems than picking the latest tool. Authority matters more than readiness. Asking HR to lead people change without real decision power is just cleanup duty disguised as strategy. Transformation isn’t a “magic button.” Real change requires new ways of working, clearer human-in-the-loop practices, and honestly confronting how workflows are designed. Quick wins ≠ transformation. Short-term productivity gains are helpful, but without a holistic, long-term plan, they won’t sustain or differentiate. People use AI even when it’s banned. Shadow usage is widespread; it’s not the technology that’s the problem—it’s unaddressed anxiety and lack of trust. Expect slow and visible change. AI success won’t look like a stealth rollout; it will look like coordinated, cross-functional effort that’s seen and owned internally. Chapters 00:00 – Why this conversation matters 01:33 – HR assumptions vs reality 03:31 – AI as a human challenge 05:04 – Gap between HR’s ask and capability 06:03 – HR and tech need alignment 07:34 – Authority gap, not readiness 09:11 – Real implementation blockers 14:33 – Shifting work dynamics 16:47 – Shadow use and sabotage 18:53 – Quick wins vs true transformation 22:24 – Leadership and mission misalignment 24:42 – Existential work questions 28:32 – 2025’s biggest surprise 33:36 – What AI discourse is missing 39:06 – What will define success in 2026 40:41 – Advice for HR leaders starting now Meet Our Guest Tim Fisher is the Vice President of AI at Black & White Zebra, where he leads the company’s AI strategy and implementation across products, content, and operations. With deep experience in applied AI, automation, and emerging technologies, Tim focuses on turning advanced tools into practical, scalable solutions that drive real business impact. He is a thoughtful leader and frequent voice on how organizations can responsibly adopt AI to enhance decision-making, efficiency, and innovation. Check out this episode’s sponsor: Intuit QuickBooks Payroll https://quickbooks.com/payroll Learn more: https://peoplemanagingpeople.com/peop...