Human capital management and the HR function challenged by the early scaling of generative AI: an exploratory study of role transformation through a revisited Ulrich matrix[Gestion du capital humain et fonction ressources humaines à l’épreuve du début du passage à l’échelle de l’IA générative : une étude exploratoire de la transformation des rôles à travers la matrice d’Ulrich revisitée]

This exploratory study examines the impact of the early stages of large-scale generative AI (GAI) deployment on human capital management and the Human Resources function. Drawing on a qualitative approach combining a literature review and semi-structured interviews with HR professionals, the analysis is structured around an updated version of Ulrich's matrix (1997). This revisited matrix comprises five fundamental roles of the HR function: functional expert (evolution of the administrative expert), human capital developer (focused on developing future talent), employee advocate (defender of employee interests), strategic partner (contributing to the overall strategy), and leader (driving transformation). The results reveal a significant transformation of these roles in the face of GAI. The study highlights key success factors for this transformation, notably the support of senior management, technical ownership of AI by the HR function, change management, data mastery, and a methodical experimental approach. The cross-analysis of field perspectives and the literature underscores a consensus on the transformative potential of GAI, while identifying contextual specificities. This research contributes to a better understanding of the challenges of GAI for the HR function and acknowledges the methodological limitations of its exploratory nature, paving the way for subsequent quantitative studies already planned to empirically validate its initial findings.