How AI Will Change HR Processes at Banks

• AI in HR can provide recommendations, but the decisions of human practitioners are still necessary.
• JPMorgan Chase agents work with the following processes: LLM Suite, COiN, CoachAI, and EVEE, which process more than 230,000 employee records.
• Implementing the agentic approach requires guardrails—frameworks and program rules to prevent model hallucinations during operations.

AI in HR systems at banks is already being tested in practice, and it will influence the way work is done by HR specialists.

In HR-related matters, the technology can provide recommendations, changing the way processes are carried out. At the same time, it is worth noting that the numbers do not lie: the model service will not replace all employees, but will significantly reduce the workload for HR specialists.

According to the HR Shared Services Trends 2026 Report, AI can reshape the future of HR shared services. At the same time, it is important to remember that the impact of AI on HR shared services will depend on the level of maturity of the systems and the quality of the data. Gartner predicts that by 2026, 30% of HR processes will be automated, and the remaining 70% will be handled by human specialists.

In practice, this means that HR Shared Services will become more efficient and faster, while employees will be able to focus on more complex tasks and interactions with candidates and employees. The key challenge will be ensuring the reliability and accuracy of the AI model, as well as compliance with regulations and data protection requirements.

For HR shared services, multichannelity is critical: inbound and outbound services, electronic channels, self-service, and the use of generative AI and other tools. The main issue is how to ensure that AI does not violate the rules and complies with the EU Artificial Intelligence Act.

Meanwhile, JPMorgan Chase has already built an “AI-powered bank for HR.” The company plans to use LLM Suite for onboarding employees, automate complex processes, visualize human resources, analyze risks and provide recommendations to clients.

The article also cites that the company’s progress in Evident AI maturity index is driven not by the addition of new systems, but by the integration of existing ones. It describes “agentic enterprise” as the ability to run processes in real time, and not just automate individual tasks.

According to the article, JPMorgan Chase uses COiN for automated document analysis, CoachAI for financial consulting, and EVEE as an intelligent assistant for a wide range of tasks. It also notes that employees use internal AI systems for specific goals, and that the company’s systems are designed to minimize the risk of errors.

The article provides the following results: the LLM Suite reduces processing time by 30–40%, while COiN automates routine HR tasks, saving 360,000 hours of work. It also states that by 2025, the CEO of JPMorgan Chase, Jamie Dimon, expects AI to be able to replace about 2 million jobs.

At the same time, it is important to understand that the process of automating work will not eliminate the need for human participation. The article suggests that by 2025, JPMorgan will invest more in AI solutions for HR processes, and the company expects to reduce the number of HR specialists by 10% while increasing the efficiency of HR processes.

In conclusion, the company argues that the key to success is the ability to use AI in a workflow rather than in isolated tasks. It also emphasizes that the “guardrails” approach will help ensure the reliability of AI systems and prevent errors.

In addition, it is important to consider that the use of AI in HR requires careful planning and compliance with regulations and data protection requirements. The company believes that the future of HR will be a combination of human expertise and AI capabilities.

Tags: USA/Economy/Technology/AI