AI amplifies, not erodes, human work experience: Kristin Supancich

Kristin Supancich, Chief People Officer at AHEAD. Kristin has over two decades of experience and is a seasoned people leader, known for driving workforce transformation and building high-performing, inclusive cultures.

Kristin has led human resource teams through periods of exceptional business growth, focusing on aligning people strategies with organisational success. A strong advocate for diversity, equity, and inclusion, Kristin has spearheaded initiatives that foster belonging and connection, resulting in measurable progress such as a 20% rise in diverse hiring and multiple recognitions for workplace excellence.

Her leadership philosophy centers on empowering teams, nurturing talent, and creating workplaces where individuals can thrive and contribute their best.  

Q1. How can AI enhance, not replace, human relationships at work?

AI can amplify, not erode, the human experience at work – if it’s deployed with purpose and transparency. When used thoughtfully, it helps people focus on work that truly requires creativity, empathy and judgment. Automating the repetitive it gives teams back the time to think, collaborate, and connect.

The key lies in intent and communication. When leaders frame AI as a tool that enhances how people work – enabling higher-value thinking, sharper problem-solving, and deeper collaboration – employees engage with curiosity instead of fear. It’s not about humans versus machines; it’s about designing systems where technology and people together elevate the quality of work and relationships.

Q2. How can companies lead the narrative on human connection in tech-driven industries?

Leadership must go first – by showing, not just saying, that connection and care are strategic priorities. In tech-driven industries, it’s easy for efficiency to overshadow empathy. But the organisations that are leading in this space ensure that conversations around connection, inclusion, and wellbeing are continuous – not occasional.

That begins with leaders who listen actively, communicate with transparency, and recognise shared effort as much as individual performance. When inclusion, dialogue, and empathy become part of a company’s operating rhythm, connection stops being a campaign and becomes culture. And when people experience that culture firsthand, they become the most credible ambassadors of it.

Q3. Why is it essential to balance technology with empathy in modern workplaces?

Technology drives efficiency, but empathy drives engagement, and both are essential for a modern workplace to thrive. As organisations evolve through automation and AI, it’s easy to lose sight of the human experience behind those changes.

Balancing technology with empathy means designing transformation around people, not the other way around. It’s about helping employees understand the “why” behind new systems, giving them time and support to adapt, and recognizing that emotional readiness is as critical as technical readiness.

When empathy underpins change, people stay connected, motivated, and confident. The result is not just the adoption of technology – it’s genuine progress powered by trust. It creates new ways to work and re-invention thrives.

Q4. How do you navigate and simplify complex, fast-changing situations while demonstrating strategic agility?

Agility begins with clarity – knowing what truly matters to your people, customers, and business. In fast-changing environments, complexity can’t always be eliminated, but it can be simplified through focus and communication. The first step is to define purpose and priorities clearly, so teams understand what success looks like even as conditions shift.

From there, empower people to make decisions close to work, within well-understood boundaries. Communicate openly and frequently – even when all the answers aren’t available – because transparency builds trust and alignment. Strategic agility isn’t about moving faster; it’s about moving smarter, guided by clarity, trust, and shared ownership.

Q5. What trends, such as upskilling, AI-based hiring, and digital adaptability, will dominate the hiring landscape in 2025?

The defining trend in 2025 will be adaptability – both in talent and in how organisations approach hiring. Roles are evolving faster than ever, and the half-life of technical skills continues to shrink. As a result, companies will prioritise continuous learning, curiosity, and resilience over static qualifications.

AI will play a larger role in streamlining recruitment – improving candidate matching, reducing bias, and helping identify transferable skills – but human judgment will remain irreplaceable in evaluating alignment, motivation, and potential.

We’ll also see organisations invest more in reskilling and internal mobility to strengthen their existing workforce rather than relying solely on external hiring. Digital adaptability – the ability to learn, unlearn, and reapply – will ultimately define employability in the years ahead.

Q6. How can leaders foster a culture that supports open conversations and proactive initiatives around mental wellness?

Leaders set the tone by making wellbeing part of culture, not a campaign. Mental wellness isn’t achieved through standalone programs – it’s built through everyday actions that show care and consistency. When leaders genuinely check in with their teams, listen without judgment and normalise conversations about stress or capacity, it creates psychological safety.

Managers also play a vital role. They need training to recognise early signs of burnout and the confidence to respond with empathy and flexibility. Building in regular team check-ins that go beyond project status – asking “how are we doing?” not just “what’s the update?” – helps make these discussions natural.

When people see that wellbeing is considered in decisions, workloads, and leadership behaviours, trust grows. Over time, that trust creates a culture where open dialogue and mental health support are not optional – they’re how the organisation operates.

Thank You, Kristin!

Note: We are also on WhatsApp, LinkedIn, and YouTube to get the latest news updates. Subscribe to our Channels. WhatsApp– Click Here, YouTube – Click Here, and LinkedIn– Click Here.