In an era where technology is reshaping every facet of the workplace, the integration of artificial intelligence into human resources stands out as a game-changer, particularly at Microsoft, where one leader is driving this transformation with remarkable vision. Prerna Ajmera, General Manager of HR Digital Strategy & Innovation at Microsoft, has emerged as a pivotal figure in redefining how HR can leverage AI to address real-world challenges, enhance employee experiences, and elevate the function’s strategic importance. Recognized as one of this year’s HR Rising Stars, her work exemplifies a rare fusion of technological expertise and deep understanding of human needs. With nearly two decades at Microsoft, Ajmera’s journey reflects a relentless pursuit of innovation, from her early days founding a startup focused on digital preservation to her current role crafting AI-driven solutions for a global workforce. Her story is not just about implementing tools but about fundamentally changing how HR operates in a tech-driven landscape, ensuring that technology amplifies the human element rather than overshadowing it. This exploration delves into her groundbreaking initiatives, the ethical frameworks guiding her efforts, and the broader impact of her vision on the future of HR.
Pioneering HR Innovation with AI
Bridging HR and Technology
Ajmera’s ability to navigate both HR and technology domains has positioned her as a unique catalyst for change within Microsoft. Her career, spanning 19 years at the company, began with roles in content and product development, providing a strong foundation in tech systems before transitioning into HR-focused innovation. This dual proficiency allows her to design solutions that seamlessly align technological capabilities with the nuanced needs of employees. A notable example is her early work on a pioneering performance product during her tenure with the global compensation team, which contributed to a measurable 3% reduction in attrition. Such outcomes highlight how her technical acumen translates into tangible HR benefits, setting a precedent for integrating systems with people-centric goals. Her approach underscores a growing necessity for HR professionals to become fluent in technology, ensuring they can harness tools like AI to drive meaningful organizational impact.
This bridge between HR and technology also manifests in Ajmera’s ability to foster collaboration across departments at Microsoft. By acting as a translator between tech teams and HR stakeholders, she ensures that solutions are not only innovative but also practical for end users. Her background equips her to anticipate challenges in implementation, such as user adoption or system integration, and address them proactively. This cross-functional expertise has been instrumental in rolling out tools that resonate with employees while meeting business objectives. Beyond individual projects, her influence encourages a cultural shift within HR, promoting a mindset where technology is viewed as an enabler rather than a barrier. As a result, her contributions pave the way for a more agile, tech-savvy HR function capable of adapting to the rapid pace of digital transformation.
Focus on User Experience
Drawing from her architectural training, Ajmera infuses a sense of “joy and utility” into the AI solutions she develops, prioritizing user experience alongside functionality. One standout initiative is the Employee Self-Service Agent, built using Microsoft Copilot within the Dynamics 365 Customer Service system. This tool was designed to tackle a pervasive issue: employees struggling to navigate over 70 HR tools, coupled with delayed response times from HR teams, often taking up to two days for initial replies. Deployed to 60,000 Microsoft employees and select private customers, the solution reduced support ticket creation by nearly one-third and increased IT self-help by 36%. Employee feedback consistently praises the tool’s speed, reliability, and trustworthiness, demonstrating how Ajmera’s focus on design enhances both accessibility and satisfaction. This balance of aesthetics and efficiency reflects her commitment to making HR interactions not just functional but delightful.
Further emphasizing user experience, Ajmera’s initiatives address real pain points with precision, ensuring technology serves as a genuine aid rather than a complication. The success of the Employee Self-Service Agent lies in its ability to simplify complex processes, allowing employees to resolve queries swiftly without frustration. This not only boosts individual productivity but also alleviates pressure on HR teams, enabling them to focus on more strategic tasks. Her approach sets a benchmark for how AI can be deployed in HR—prioritizing the end user at every stage of development. By embedding user-centric design principles into tech solutions, Ajmera ensures that Microsoft’s workforce experiences HR as a supportive partner, fundamentally altering perceptions of the function’s role. Her work in this area continues to inspire broader adoption of intuitive, employee-friendly tools across the industry.
Ethical and Strategic Transformation
Responsible AI Implementation
At the heart of Ajmera’s AI initiatives lies a steadfast commitment to ethical integration, setting her apart as a leader mindful of technology’s broader implications, especially in the realm of human resources. From the inception of any project, she collaborates closely with responsible AI experts to embed principles of accountability and empathy into the design process. This proactive stance ensures that employee data is handled with the utmost care, safeguarding privacy and fostering trust in the tools deployed. As AI becomes increasingly prevalent in HR applications, her approach addresses critical industry concerns about potential misuse or bias, advocating for transparency at every step. By prioritizing ethics from the outset rather than as an afterthought, Ajmera’s work serves as a model for how technology can be harnessed responsibly, ensuring it enhances rather than undermines the employee experience.
This dedication to ethical AI also reflects a nuanced understanding of the balance between innovation and responsibility, demonstrating a commitment to both progress and integrity in technology. Ajmera’s efforts go beyond mere compliance, aiming to build systems that employees can rely on without hesitation. Her collaboration with experts ensures that potential risks are mitigated early, preventing issues that could erode confidence in HR technologies. This focus is particularly vital in an era where data breaches and privacy scandals dominate headlines, making trust a cornerstone of tech adoption. Her leadership in this space not only protects Microsoft’s workforce but also contributes to shaping industry standards for ethical AI use. By championing these principles, Ajmera helps ensure that the benefits of AI in HR are realized without compromising the values that define a people-centric profession.
Redefining HR as Strategic
Ajmera’s vision extends beyond operational fixes, aiming to transform HR into a strategic, value-adding partner within Microsoft. A key example is her deployment of D365 Copilot, an AI tool that assists HR advisors with case research and documentation, slashing resolution times by 22% and increasing job satisfaction among advisors by 16%. This shift allows HR teams to move away from repetitive, transactional tasks and focus on the human touch—offering personalized guidance and strategic insights. Her concept of “HR in a pocket,” where AI provides accessible, tailored support to every employee, reimagines the function as a thought partner rather than a bureaucratic gatekeeper. Endorsements from industry peers, such as Microsoft’s Chief HR AI Officer Chris Fernandez, highlight how her insights inspire teams to rethink HR’s potential as a driver of organizational success.
This strategic redefinition also positions HR as a critical ally in achieving broader business goals, and by leveraging AI to streamline processes, Ajmera enables HR professionals to engage more deeply in talent development and organizational planning, areas traditionally outside their purview. The measurable improvements in case resolution and advisor satisfaction demonstrate how technology can free up capacity for high-impact work, aligning HR more closely with executive priorities. Her initiatives challenge the outdated perception of HR as merely administrative, instead showcasing its capacity to influence culture, retention, and innovation. As a result, Ajmera’s efforts are helping to elevate HR’s standing within Microsoft, proving that with the right tools, the function can contribute directly to competitive advantage and long-term growth.
Empowering Employees and Driving Impact
Personalized Career Tools
Ajmera’s commitment to empowering employees is vividly illustrated through the Microsoft Career Hub, a platform that reimagines career development with personalized, AI-driven solutions. By integrating resources like Viva Skills, Viva Learning, Eightfold, and LinkedIn, the hub offers tailored career paths based on individual skills and experiences, enabling employees to explore vertical or lateral moves within the company. Additionally, incorporating Sirva Mobility with the Employee Self-Service Agent has reduced relocation costs from $33,000 to $22,000 per employee, projecting annual savings of $55 million for Microsoft. This unified approach not only broadens employees’ visibility into internal opportunities but also fosters a culture of growth and mobility. The tool’s impact lies in its ability to make career progression accessible and relevant, ensuring every employee can envision a future within the organization.
Beyond individual empowerment, the Microsoft Career Hub exemplifies how AI can drive organizational efficiency on a massive scale, showcasing the transformative power of technology in modern workplaces. The significant cost savings from streamlined relocation processes highlight the dual benefit of Ajmera’s innovations—supporting employees while delivering bottom-line results. This platform also addresses a common challenge in large corporations: limited awareness of diverse roles or career paths. By providing a comprehensive view of opportunities, it encourages employees to consider transitions into fields like marketing or sales, which they might not have previously explored. Ajmera’s focus on personalization through technology ensures that career development is no longer a one-size-fits-all process but a tailored journey, enhancing both engagement and retention. Her work in this area sets a powerful example of how HR can use AI to create value for both individuals and the enterprise.
Measurable Outcomes
The tangible outcomes of Ajmera’s AI-driven initiatives underscore the transformative potential of technology in HR, delivering results that resonate on both personal and organizational levels. For instance, faster HR query resolutions through tools like the Employee Self-Service Agent have enabled life-changing events for employees, such as receiving verification letters in minutes instead of days, facilitating quicker mortgage approvals. Operationally, her solutions have reduced support ticket creation by nearly one-third and cut HR case resolution times by over 20%, freeing up resources for more impactful work. These metrics reveal how her innovations address immediate pain points while creating ripple effects that enhance overall employee satisfaction. The balance of efficiency and empathy in her approach ensures that technology remains a means to a human-centered end.
Additionally, the measurable impact of Ajmera’s projects extends to fostering a more connected and responsive HR function at Microsoft. The reduction in ticket creation and resolution times not only improves operational workflows but also builds trust in HR systems among employees, who experience quicker, more reliable support. Cost savings, such as the millions saved annually through the Career Hub, further demonstrate how her strategic use of AI aligns with broader business objectives without sacrificing individual needs. These outcomes are a testament to her ability to design solutions that scale effectively across a global workforce, addressing diverse challenges with precision. By grounding her innovations in data-driven results, Ajmera proves that AI can amplify HR’s impact, creating a more agile and supportive environment for employees at every level.
Industry Recognition and Future Vision
Acclaimed Leadership
Ajmera’s influence in reshaping HR through AI has not gone unnoticed, earning her high praise from industry leaders who recognize her as a transformative force in the field. Dayana Falcon of The Walt Disney Company lauds her strategic execution, noting how she has turned talent transformation into a core “product feature” within Microsoft’s technology ecosystem. Similarly, Chris Fernandez, Microsoft’s Chief HR AI Officer, credits her with inspiring cross-functional teams to reimagine HR’s possibilities, highlighting her ability to drive innovation across boundaries. Her recognition as an HR Rising Star this year further cements her status as a digital HR leader, setting benchmarks for how technology can redefine the profession. This acclaim reflects not just her technical achievements but also her capacity to inspire a broader shift in how HR is perceived and valued.
The endorsements from such prominent figures also underscore Ajmera’s role in elevating HR’s strategic importance on a global stage. Her ability to align AI initiatives with organizational goals while maintaining a focus on employee well-being resonates with peers across industries, positioning her as a thought leader in the field. This recognition goes beyond individual accolades, signaling a growing industry consensus on the need for HR to embrace technology as a core competency. Her leadership serves as a catalyst for other organizations to explore similar transformations, proving that HR can be a driver of innovation rather than a bystander. Ajmera’s impact, as validated by these testimonials, continues to shape conversations about the intersection of technology and human resources in meaningful ways.
Commitment to Learning
Ajmera’s dedication to continuous learning ensures that her innovations remain relevant in an ever-evolving digital landscape. By engaging regularly with teams, C-suite leaders, and industry peers, she stays attuned to the latest AI advancements and HR challenges, incorporating these insights into her work. Her participation in conferences and collaborative discussions further amplifies her influence, allowing her to share Microsoft’s experiences while absorbing new perspectives from the broader community. This commitment to “leading and learning” simultaneously keeps her at the forefront of HR’s digital evolution, ensuring that her solutions address current needs while anticipating future trends. Her approach highlights the importance of adaptability in a field where technology and workforce dynamics shift rapidly.
This focus on learning also fosters a culture of curiosity and improvement within Microsoft’s HR function. Ajmera’s willingness to seek input from diverse stakeholders ensures that her initiatives are grounded in real-world feedback, enhancing their effectiveness and relevance. Her engagement with external forums provides a platform to benchmark Microsoft’s progress against industry standards, identifying areas for further innovation. This iterative process of learning and application allows her to refine AI tools continuously, addressing emerging challenges like data security or employee expectations. By prioritizing knowledge-sharing and collaboration, Ajmera not only strengthens her own expertise but also contributes to the collective advancement of HR practices, benefiting the wider professional community.
A Non-Traditional Path Forward
Reflecting on Ajmera’s journey, her contributions to Microsoft’s HR landscape through AI stand as a powerful testament to what can be achieved when innovation meets empathy. Her pioneering tools, such as the Employee Self-Service Agent and Microsoft Career Hub, reshaped how employees interacted with HR, delivering efficiency and personalization at scale. Her strategic vision elevated HR from a support role to a key organizational driver, while her ethical focus ensured technology served humanity without compromise. Peers and industry leaders alike celebrated her impact, acknowledging how she inspired a rethinking of HR’s potential in the digital age.
Looking ahead, the path Ajmera charted offers actionable inspiration for HR professionals navigating technology’s complexities, and her emphasis on continuous learning suggests that staying ahead requires an openness to new ideas and collaboration across sectors. For organizations, her work highlights the need to invest in AI solutions that prioritize user experience and ethical standards, ensuring trust remains central. As the workplace continues to evolve, embracing a non-traditional approach to HR leadership—much like Ajmera did—can unlock untapped potential, blending tech innovation with human connection to build a more empowered future for all.
