As recent reports have made abundantly clear, “Miserable HR” needs change. 

And while new frameworks and technologies can help, ultimately, it’s the people who will transform the profession.

The good news is that for all of us looking to progress in our HR journeys, we just got a new ally. And yes, it’s AI-powered. 

Earlier this week, the Josh Bersin Company launched the HR Career Navigator—an AI-driven tool designed to empower HR professionals to chart their career paths precisely and confidently. 

As HR expands to include new roles in technology, data analytics, and AI, the need for a strategic career planning tool has never been more critical, and I applaud this effort.

So, I dove into the tool and share my experience below. 

Launching the HR Career Navigator

An underappreciated aspect of HR is that it’s not just a singular thing.

Roles range from traditional recruitment and employee engagement to more specialized areas like HR Software and people analytics. 

This divergence in roles and responsibilities has made planning a career in HR quite opaque. The launch of the HR Career Navigator, therefore, could mark a shift in how HRs can approach their career development. 

The tool was developed over two years in partnership with Eightfold, a Top 40 AI in HR “Skills Intelligence” platform whose CEO Ashutosh Garg I interviewed earlier this year.

The new platform allows you to upload your LinkedIn profiles or resumes, assess your skills, and explore potential career paths within HR by comprehensively analyzing skill gaps (and ways to bridge those with tailored development resources from the Josh Bersin Academy.)

With access to over 700 learning resources and 27 certificate courses, users can immediately start building the skills needed for their next career move. This tool also  connects professionals to peers who can offer real-world insights and guidance.

As another podcast alumnus, Josh Bersin, emphasized:

"This platform is a career advisor, navigator, and coach all in one, designed to help HR professionals proactively manage their careers and stay ahead in a fast-changing field." – HR Tech guru Josh Bersin

What I found most exciting is that it can map you all the way to the coveted Chief Human Resources Officer (CHRO) role. Because this role is more complex than ever, having clear guidance on which path to take, what to study, and whom to connect with couldn’t be more helpful. 

Taking the HR Career Navigator to the Test

As I’ve said before, I’m not an HR professional, although I’ve led HR efforts in a few companies and have been in the employee and workplace experience industry for the past few years. 

So, the road to CHRO would likely be a long one for me. (But hey, anything is possible, right?)

Is it too late to reinvent myself? From what I gather, probably. 

After uploading my LinkedIn profile (what’s a ‘resume’?), the HR Career Navigator asked me what I wanted to be when I grew up.

Confidently, while I noticed many other roles I could have picked as my ‘target,’ like Employee Relations Manager, HRIS Manager, or HRBP,  I typed in “CHRO.” 

Once I set the CHRO role as my career target, the platform showed me that there was (as far as AI is concerned) no possible path to the role.

But, I didn’t get too discouraged, because it did have two offers for me. 

One, it showed me which skills I have (just 5) in which ones I lack (many more.) Followed by recommended courses on JBA to take and master those skills:

And two, it showed me people who signaled to be open for connecting and mentoring:

With these skills gaps, courses, and potential mentors identified, I can see how a tool like this could tangibly help people advance to more senior HR roles. 

The Bottom Line: What This Means for HR Leaders

Besides the individual use case, for leaders of large HR teams, an AI tool like Career Navigator ensures that their teams have the right skills to meet the challenges of tomorrow. 

Plus, by facilitating continuous learning and development, the Career Navigator could also help create a culture of growth and innovation within the HR function. 

This is particularly important as HR's role continues to evolve, with increasing emphasis on data-driven decision-making and the integration of AI into HR practices.

A well-developed HR function can drive better employee engagement, retention, and overall organizational performance. 

Have you tried the Career Navigator? I’m curious about your experience!

Until next week (sadly still not as CHRO), 

- Daan