19%
of surveyed AI users were in the Frontier zone
Microsoft defined this as high individual capability reinforced by high organizational readiness.
Microsoft 2026 Work Trend Index ↗Reviewed July 24, 2026
A field guide for shared work
Redesign
the work.
Keep the
judgment
human.
Human + AI / 2026
Move from scattered AI use to work people can understand.
Human AI Workforce helps leaders and teams redesign roles, tasks, skills, and safeguards for a workplace where people and AI work together.
Why redesign now
The shift is already inside the workflow.
AI capability is advancing faster than most operating systems, management habits, and learning programs. The useful unit of change is the task, with a named owner and a visible standard.
2×+
faster skills change in the most AI-exposed jobs
PwC also found new tasks were more likely to rely on empathy, judgment, and creativity.
PwC 2026 Global AI Jobs Barometer ↗Reviewed July 24, 202639%
of key job skills expected to change by 2030
Employers still identify skill gaps as the largest barrier to business transformation.
World Economic Forum, Future of Jobs 2025 ↗Reviewed July 24, 2026
THE UNIT OF CHANGEis the task
A practical model
Do not automate a job title.
A role is a changing bundle of tasks, relationships, decisions, and responsibilities. Redesign those pieces one at a time.
Human-led
Consequential judgment, empathy, accountability, negotiation, and unfamiliar exceptions.
AI-assisted
Research, synthesis, drafting, scenario expansion, and pattern finding with active human direction.
Delegated + reviewed
Repeatable, bounded work with approved inputs, clear checks, and an easy escalation path.
Four moves
From role anxiety to a testable plan.
Name the outcome
Start with the work that matters, not the tool that arrived.
Break it into tasks
Expose judgment, repetition, evidence, risk, and exceptions.
Assign the right lane
Keep it human-led, make it AI-assisted, or delegate with review.
Pilot and learn
Measure quality, time, risk, worker experience, and real value.
Role playbooks
See the work in your world.
Each playbook is a starting hypothesis, not a prescription. Adapt it with the people closest to the work.
01Brand, growth, content, and campaign teams
Marketing
More options and faster learning without surrendering taste or accountability.
Open playbook
02Operations, supply, service delivery, and process teams
Operations
Faster coordination while keeping exceptions, safety, and tradeoffs accountable.
Open playbook
03Accounting, FP&A, treasury, and finance operations
Finance
Quicker analysis with traceable evidence and clear sign-off.
Open playbook
04People operations, talent, learning, and managers
People & HR
Better workforce decisions without turning people into data points.
Open playbook
05Support, success, service, and contact-center teams
Customer Support
Faster resolution while making empathy and promises more explicit.
Open playbook
06Business development, account, and revenue teams
Sales
More preparation and follow-through without automating trust.
Open playbook
07Engineering, IT, product, data, and security teams
Technology & IT
Faster delivery with stronger review around production and risk.
Open playbook
08Executives, business-unit leaders, and transformation owners
Leadership
Better strategic range while keeping accountability unmistakable.
Open playbookWork Design Studio
Make the work visible.
Choose a role, move tasks between three lanes, name safeguards, and print a pilot brief. Your draft stays on this device.
Build your first planTrust by design
Every task needs a person who can answer for it.
Name the owner
Responsibility cannot disappear into a system or a team.
Show the evidence
Claims, sources, assumptions, and uncertainty stay inspectable.
Design the override
Workers and customers need a usable way to correct or escalate.
Review real effects
Measure quality, fairness, value, and worker experience together.
Take it into the room
Templates for the next working session.
For organizations
Turn local experiments into a coherent operating model.
Use the adoption pathway to connect role redesign, skill building, governance, and measurable business outcomes.