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Giancarlo Palà, Global Head of IT HR at Nestlé

Key Points:

Nestlé is shifting from pilots to enterprise-wide AI, using chatbots, skill-based learning, and strong data foundations to power HR for 275,000 employees.

Adoption grew by embedding AI into daily workflows, showing trust and usage come from consistent small interactions.

Top teams use AI in reviews, EQ coaching, and cultural feedback, turning HR processes into personalized real-time support that accelerates learning and leadership.

Key Points:

Loomis uses AI to move HR from reactive tasks to strategic impact, starting with value chain mapping, job role profiling, and 24/7 AI coaching to free time for complex people management.
Success came from building trust and alignment first through storytelling and internal platforms, showing AI’s value with 90% satisfaction across 27 countries.
Top teams embed AI into daily workflows for reviews, EQ coaching, and cultural feedback, turning HR processes into personalized real-time support that drives growth.

Zapier scaled AI from small experiments to 800+ agents supporting all employees, embedding it into daily workflows and saving $20–30K annually while cutting ticket times in half.
Early AI use guidelines built psychological safety and encouraged experimentation, proving that mindset shifts and low-risk pilots drive enterprise-wide adoption.
Top teams are integrating AI into reviews, EQ coaching, and cultural feedback, turning everyday HR processes into personalized real-time support that accelerates growth.

EY trained 400,000 employees on AI foundations with no mandatory courses, achieving massive uptake by focusing on empathy, mindset, and cultural readiness.
Initiatives like “Future Hack” shifted learning from formal training to hands-on experimentation, resulting in 93 AI agents built in a single 5-week sprint.
The most critical skills EY is building with AI aren’t technical, but behavioral: curiosity, storytelling, and the ability to identify business value.

TTEC is using AI to cut employee time-to-proficiency by 20–80%, with innovations like AI chatbots, a “Wizard Suite” that accelerates curriculum design by 400–800%, and skills taxonomies tied directly to business KPIs such as AHT and CSAT.
Learning is shifting from content delivery to hands-on practice, with AI coaching and feedback loops enabling employees to apply skills anytime, without judgment, and see faster retention.
A dedicated 10–12 person innovation team tracks new technologies daily, allowing TTEC to measure ROI in hours instead of weeks and pivot L&D strategies rapidly as business needs change.

Wipro certified 230,000 employees in foundational AI and 80,000 in advanced AI, embedding AI skills across its global workforce.
Wipro’s talent marketplace now supports 90% of associates, tailoring learning and career paths through AI-driven recommendations.
With tools like the “Wipro Now” chatbot and ethical AI frameworks, Wipro is turning efficiency gains into strategic, client-facing HR impact.

Shell moved beyond experiments by redesigning work around AI, from job evaluation assistants for managers to workforce-wide skills platforms and digital HR concierge services.
Clean job architecture, reliable data, and governance frameworks are critical to scaling AI securely and effectively in a regulated enterprise.
By cutting routine tasks (e.g., 30–40% fewer HR queries), AI tools create capacity for HR teams to focus on mobility, learning, and strategic workforce priorities.

Valence’s AI coach, Nadia, is giving every employee personalized leadership support once reserved for executives, now scaled across 50+ Fortune 500s.
Companies like Delta, Experian, and Costa Coffee report faster performance reviews, measurable leadership gains, and stronger frontline management.
Success comes from embedding privacy, guardrails, and ethical oversight, ensuring AI coaching is both credible and enterprise-ready.