Authored by Jessica Starace and Liana Lin

In May 2026, researchers from the John J. Heldrich Center for Workforce Development at Rutgers University were invited to participate in the College and University Professional Association for Human Resources (CUPA-HR) New Jersey Chapter’s annual meeting. The research team was asked to present on the workforce impacts of Artificial Intelligence (AI), specifically adapting learnings from the Center’s 2025 report, Identification of Innovative Sector-Specific Strategies for the Life Sciences and Technology Sectors in New Jersey, a research study commissioned by the New Jersey Economic Development Authority. To continue the Center’s exploration of the far-reaching impacts of AI across sectors of the New Jersey economy, researchers incorporated a short online survey of HR professionals’ familiarity, attitudes, and perceptions toward AI in their work into the presentation. HR professionals are central to change management, employee communication, and training, and capturing this perspective helps illuminate how prepared organizations are for AI integration and what supports are needed to build trust and enable effective use, as well as to build a skilled and trained workforce.

This study sought to explore HR professionals’ perceptions of benefits, concerns, and practical applications of AI and generative AI (GenAI) across HR functions. Preliminary takeaways from the Qualtrics survey of 41 CUPA-HR NJ members suggest that while most HR professionals have at least some familiarity with GenAI, depth of knowledge varies—76% report knowing “a little,” 20% “a lot,” and only a small minority (5%) report no knowledge at all. Usage is already meaningful, with 39% using GenAI tools daily and another 37% weekly. Looking ahead, 44% believe GenAI is very likely to change how they perform their work, and an additional 46% see this as somewhat likely. Together, these findings reflect a workforce in transition—broad exposure paired with growing integration and a clear expectation that GenAI will significantly reshape day-to-day HR practices.

These findings underscore the need to deepen our understanding of how AI and GenAI is reshaping New Jersey’s labor market, job roles, and skill requirements. Continued research and engagement with HR professionals will be essential to track emerging impacts on workers and organizations across sectors. At the same time, this moment calls for sustained, thoughtful dialogue around responsible deployment and governance—ensuring that AI and GenAI tools are implemented in ways that are transparent, equitable, and supportive of the workforce. By maintaining these conversations, organizations can better navigate this transition, mitigate risks, and harness the technologies’ potential to strengthen both institutional effectiveness and worker outcomes.