AI’s role in HR is rapidly shifting from transactional support to predictive, workflow-driven intelligence—an evolution highlighted by Yvette Cameron at Oracle AI World 2025. She underscored that AI is no longer confined to answering routine questions; it is increasingly orchestrating the processes that keep organisations running. As expectations accelerate, she said the demand for systems that anticipate employee needs and help leaders make quicker, sharper decisions has intensified. “We expect that experiences won’t just meet our expectations, but anticipate what it is that we need with AI,” she added, framing the core shift underway in HR.
Cameron detailed how Oracle is embedding this anticipatory intelligence across the employee lifecycle through its new AI agents. These include a Career Coach that constructs personalised skill pathways and tools that help managers conduct more informed performance discussions by analysing updates from Slack, email and other communications. She emphasised that this new generation of agents is designed not just to automate tasks but to enhance decision-making at every level.
A major strength, she noted, is the scale of Oracle’s partner ecosystem. Global consulting leaders such as Accenture, Deloitte, PwC, Cognizant, Tata Consultancy Services and Wipro are already developing industry-specific use cases on Oracle’s platform. With more than 32,000 trained experts capable of building and deploying these agents, Cameron said the Oracle AI Agent Studio has emerged as one of the most robust enterprise-grade frameworks available today. “We make innovation seamless,” she emphasised, pointing to Oracle’s rigorous 21-point quality checks that ensure every agent meets enterprise standards.
India, Cameron highlighted, is becoming a proving ground for AI-enabled skills mobility. Nearly 60% of Oracle Fusion HCM customers in the country have now integrated AI into their processes—a significant leap that is redefining how organisations approach talent development. AI-driven capabilities are enabling smoother internal transitions, proactive upskilling, and even new ways of managing resignations, reframing attrition as a pathway to opportunity. HR, she said, has reached a critical inflection point where “AI is changing the way we work” and is evolving into a strategic, anticipatory layer rather than a set of digital tools supporting existing workflows.
