"In an AI-filled world - how do we make work meaningful for people?"
Louise Harder Fischer, Associate Professor, IT University of Copenhagen
On May 20th, we gathered for one of the year's most well-attended networking meetings on AI in HR at Mindkey in Copenhagen. The room was packed with HR professionals, leaders, and people who work with people and technology on a daily basis, and the energy reflected that the topic hits on something central to our profession right now.
The day offered two perspectives on the same fundamental question: what happens when AI becomes part of the way we work, and what does it require of us as an organization and as an HR function? Louise Harder Fischer from the IT University of Copenhagen set the human and organizational framework. And John Beckmann, CEO at Mindkey, showed what it looks like in practice - with control, transparency, and documentation as the foundation.
From Louise's presentation: HR as an AI facilitator
AI does not affect all functions equally - and change happens whether we plan for it or not. Tasks expand quietly, boundaries dissolve, and expectations rise. This requires an extra layer of facilitation that manages the interaction between people, tasks, and AI.
HR is ideally positioned to take on that role - not as a technology expert, but as the one who connects people, work, and technology, and re-designs the work, not just the policies.
From John's presentation: Three things we saw in practice
The AI assistant in Mindkey
Employees can ask about their own data, managers can pull insights across the board - and all answers are provided with source citations and full transparency. AI analyzes and suggests. The human decides. The system documents.
AI candidate assessment with four perspectives
The AI assistant evaluates candidates as the controller (mandatory requirements), the judge (preferred requirements), the reader (tone and form), and the skeptic (gaps and doubts). The recruiter decides - each perspective has its source. Full compliance with the EU AI Act.
Compliance as a competitive advantage
The EU AI Act comes into force on August 2, 2026. John showed how Mindkey clearly divides responsibility between provider and customer, and how two clicks can document compliance live, with an automatic audit trail and timestamp.
What tied the two presentations together was a shared basic assumption: AI only creates real value when there is structure behind it. Structured HR data, clear rights, human approval, and full documentation are not limitations on AI - they are what make AI responsible and useful in practice.
But Louise added a layer that John cannot necessarily solve with a platform: even the best technology does not create meaning on its own. When AI removes the friction of starting a task, work expands imperceptibly. Younger employees lose out on peer-to-peer training. Experienced employees are reduced to checking AI output rather than using their professional judgment. And for some, the constant adaptation leads to an invisible fatigue that weakens reflection and learning.
This is not an argument against AI. It is an argument that AI integration requires active management of the human element - not as an afterthought, but as the core of the process. Louise uses the term "HR AI Facilitator" for that role: a function that does not just implement tools, but continuously redesigns work, creates shared principles, and upholds the values we do not want to compromise on.
And that is exactly the conversation we would like to continue and revisit at our upcoming webinar on June 17th.
WEBINAR · JUNE 17, 2026 · 1:00 PM - 2:00 PM
AI in HR - professional insights and concrete tools
We are hosting a mini-version of our networking meeting as an online webinar. Missed it on May 20th? Here is your chance. Were you there? Then you get even more - including a live demo of the latest AI features in Mindkey.
Both speakers are returning, and there will be time for questions throughout the session.
Louise Harder Fischer, Associate Professor at the IT University of Copenhagen
HR's role from operations to strategic decision-making - and how HR can set the direction for AI integration
John Beckmann, CEO of Mindkey
Live demo: AI assistant, AI candidate assessment, and EU AI Act compliance - what it means for your company from August 2026
The 5 most important takeaways
AI change is happening whether we plan for it or not
AI does not affect all functions equally, and change happens whether we are ready or not. Tasks expand quietly, boundaries dissolve, and expectations rise without anyone having explicitly decided it.
HR's new role is facilitator, not administrator
HR is ideally positioned to connect people, work, and technology.
Responsible AI requires underlying structure
Structured data, clear permissions, human approval, and full documentation are not limitations on AI - they are the prerequisites for AI to create real value in practice.
AI must explain itself - not just decide
Mindkey's AI assistant always answers with source citations - whether it is an employee asking about their own data or a manager pulling insights across the board. The same principle applies to candidate assessment, which presents four distinct perspectives with references. The recruiter makes the final decision.
The EU AI Act is not far away
From August 2, 2026, specific requirements will apply to companies using AI in HR. Compliance does not have to be administratively burdensome - but it requires that the structure is in place and that responsibility is clearly defined.
