Microsoft and OpenAI shake up AI alliance. HR doesn’t care who wins

“There are still so many people that are just not quite sure,” Eubanks said. “‘I’m about to dip my toe in. Should I?’ Just go for it.”

That does not mean rushing headfirst into every new tool or handing sensitive decisions to algorithms. It means starting with contained, practical use cases, such as reducing repetitive admin work, improving training workflows, supporting recruiters with resume screening, or helping managers draft clearer communications, while keeping human oversight firmly in place.

His comments also point to a balancing act many organizations are now facing. Move too slowly, and teams may miss productivity gains and valuable learning time. Move too quickly, and companies can create privacy risks, weak processes, or poor employee experiences that are harder to reverse.

For companies watching the latest Microsoft and OpenAI headlines, Eubanks’ advice is to spend less time worrying about which platform wins and more time building the internal habits that make any tool successful: governance, training, smart experimentation, and clear accountability.

The longer-term opportunity, he argues, is not replacing human judgment but creating more space for it. If AI can handle some of the repetitive and administrative burden, HR teams can spend more time on culture, leadership, coaching, and workforce strategy.