{"id":50837,"date":"2026-05-25T01:18:41","date_gmt":"2026-05-25T01:18:41","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/?p=50837"},"modified":"2026-05-25T01:18:52","modified_gmt":"2026-05-25T01:18:52","slug":"using-ai-in-hr","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/uk\/blog\/using-ai-in-hr\/","title":{"rendered":"How to Use AI in HR: A Practical Guide for UK Employers"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" aria-label=\"Breadcrumbs\" class=\"breadcrumb\"><ol 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wp-container-core-query-is-layout-1 wp-block-query-is-layout-constrained\"><\/div>\n\n\n\n<div class=\"wp-block-group blog-template-meta-row is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\">\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Last Updated<\/span>&nbsp;<time datetime=\"2026-05-25T01:18:52+00:00\">May 25, 2026<\/time>\n<\/p>\n\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\"><\/p><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image aligncenter size-large blog-template-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/12\/ai-in-hr-human-touch-payroll-uk-1024x576.webp\" alt=\"Two female professionals smiling and collaborating over a laptop, illustrating how UK businesses can maintain the human connection in Human Resources and payroll while adopting AI.\" class=\"wp-image-50834\" style=\"aspect-ratio:16\/9;object-fit:cover\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/12\/ai-in-hr-human-touch-payroll-uk-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/12\/ai-in-hr-human-touch-payroll-uk-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/12\/ai-in-hr-human-touch-payroll-uk-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/12\/ai-in-hr-human-touch-payroll-uk-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/12\/ai-in-hr-human-touch-payroll-uk-440x248.webp 440w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2025\/12\/ai-in-hr-human-touch-payroll-uk.webp 1600w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:30%\">\n<div class=\"wp-block-group sticky-side-panel is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-11 wp-block-group-is-layout-flex wp-container-2 is-position-sticky\">\n<p class=\"has-lg-font-size\" style=\"border-bottom-color:var(--wp--preset--color--neutral-200);border-bottom-width:0.1rem;padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><strong>Contents<\/strong><\/p>\n\n\n\n<div class=\"content-single-table-content\"><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--4)\">\n<p class=\"has-paragraph-2-m-font-size\">Artificial intelligence is reshaping HR faster than most businesses are ready for. AI in HR is no longer a topic for tech giants and enterprise boardrooms. UK SMEs are using it today to cut hiring time, spot compliance risks before they escalate and give employees a better experience at work. The question isn&#8217;t whether to adopt it. It&#8217;s how to do it well.<\/p>\n\n\n\n<p>The context matters. According to 91爆料&#8217;s own research, 95% of UK SMEs say they face challenges managing employment and HR processes, with recruitment topping the list, followed by time spent on admin and employee retention. Over half are spending an entire working day every week on HR and payroll admin alone. That&#8217;s 20% of the working week gone before strategic work even begins. The average UK SME runs 3\u20134 separate systems to manage it all, at a combined annual cost of around \u00a347,000.<\/p>\n\n\n\n<p>AI doesn&#8217;t fix all of that overnight. But applied thoughtfully, it changes what&#8217;s possible.<\/p>\n\n\n\n<p>This guide covers what AI actually does inside HR functions, real examples backed by 91爆料&#8217;s own data, and honest guidance on what to watch out for along the way.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is Artificial Intelligence in HR?<\/h2>\n\n\n\n<p>AI in human resources means applying machine learning, automation and data analysis to the tasks HR teams handle every day. That covers everything from sorting CVs and running payroll to spotting early signs of employee burnout.<\/p>\n\n\n\n<p>AI allows HR to move from reactive to proactive. Instead of chasing compliance issues or filling roles after they&#8217;ve become urgent, HR teams with the right tools can see problems coming and plan ahead.<\/p>\n\n\n\n<p>And the productivity case is clear. 91爆料&#8217;s <a href=\"https:\/\/employmenthero.com\/uk\/resources\/business-productivity-report\/\">Work That Works<\/a> research found that productivity is effectively halved in businesses with no or minimal AI adoption. Among UK businesses that have seen productivity grow over the past year, the number one reason their leaders give is tech advancements \u2014 cited by 56% of respondents. AI doesn&#8217;t just reduce admin. It changes what the whole business is capable of.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Key types of AI used in HR<\/h2>\n\n\n\n<p>Understanding what&#8217;s under the hood helps you choose the right tools and set realistic expectations. Here are the main types of AI for human resources professionals today:<\/p>\n\n\n\n<p><strong>Machine learning (ML):<\/strong> Identifies patterns in large data sets, such as predicting which candidates are likely to accept an offer or which employees may be at risk of leaving.<\/p>\n\n\n\n<p><strong>Natural language processing (NLP):<\/strong> Allows software to read and interpret human language. It&#8217;s used in CV screening, sentiment analysis of surveys and AI assistants that answer employee questions instantly.<\/p>\n\n\n\n<p><strong>Generative AI:<\/strong> Creates content from prompts. In HR, this means drafting job descriptions, building onboarding materials or generating role-specific interview questions in seconds.<\/p>\n\n\n\n<p><strong>Robotic process automation (RPA):<\/strong> Handles repetitive, rules-based tasks like data entry, payroll calculations and leave balance updates without a human clicking through each step.<\/p>\n\n\n\n<p><strong>Predictive analytics:<\/strong> Uses historical data to forecast outcomes, including turnover risk, future hiring needs or the likely impact of a pay review.<\/p>\n\n\n\n<p><strong>AI agents:<\/strong> Autonomous systems that complete multi-step tasks with minimal supervision, such as managing an end-to-end screening process or tracking regulatory changes and flagging them to your compliance team.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">AI in HR examples: Real use cases across the employee lifecycle<\/h2>\n\n\n\n<p>Here&#8217;s where artificial intelligence in HR is already delivering results:<\/p>\n\n\n\n<p><strong>Recruitment:<\/strong> AI tools scan hundreds of applications in minutes, ranking candidates by fit rather than keyword density. Some platforms go further, proactively searching job boards and professional networks for passive candidates who match your brief. Given that only 38% of roles appearing in job platform searches are currently deemed relevant by job seekers, better matching isn&#8217;t a nice-to-have \u2014 it&#8217;s a competitive advantage.<\/p>\n\n\n\n<p><strong>Onboarding:<\/strong> Instead of a folder of PDFs and a few calendar invites, AI-powered onboarding guides new starters through role-specific workflows at their own pace, handling document collection, account set-up and compliance tasks automatically. 91爆料 customers have saved up to 10 hours per week on onboarding-related tasks.<\/p>\n\n\n\n<p><strong>Payroll:<\/strong> AI checks calculations before payroll runs, flags anomalies and ensures the right pay rules are applied including complex shift patterns and allowances. Errors get caught before payday, not after. 91爆料 customer, <a href=\"https:\/\/employmenthero.com\/uk\/case-studies\/hmg-paints\/\">HMG Paints<\/a> have reduced payroll processing time by up to 80%.<\/p>\n\n\n\n<p><strong>Learning and development:<\/strong> AI platforms map existing skills across your workforce, identify gaps, and recommend training content tailored to each person&#8217;s role and career goals. That&#8217;s a different level of personalisation compared to assigning everyone the same mandatory course list.<\/p>\n\n\n\n<p><strong>Performance management:<\/strong> Continuous feedback tools track progress against goals and surface patterns that are hard to see manually, such as which teams have consistently lower engagement scores or where managers need support with coaching conversations.<\/p>\n\n\n\n<p><strong>Wellbeing:<\/strong> AI can detect early warning signs of stress or burnout by analysing anonymised data on work patterns, leave uptake and engagement. Rather than waiting for an exit interview to find out what went wrong, you can act early.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Benefits of AI for HR professionals and managers<\/h2>\n\n\n\n<p>When it&#8217;s working well, AI for human resources professionals delivers five concrete things:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Time back.<\/strong> Over half of UK SMEs spend a full working day every week on employment admin. AI doesn&#8217;t eliminate that work, it redirects it to things that actually need a human.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Fewer errors.<\/strong> Payroll mistakes, missed compliance deadlines, overlooked documentation: AI is far less likely to drop these than an overstretched team managing across multiple disconnected systems.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Better decisions.<\/strong> Data-backed hiring, pay benchmarking and workforce planning replace gut feel with evidence that holds up to scrutiny.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Stronger employee experience.<\/strong> Faster responses to queries, personalised learning and proactive wellbeing support add up to a workplace people want to stay in. Currently, the average UK employee rates their job satisfaction just 6.4 out of 10 \u2014 there&#8217;s real room to move that number.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Strategic credibility.<\/strong> HR teams that show up with data and forward-looking insights earn the seat at the table they deserve.<\/li>\n<\/ol>\n\n\n\n<p>The employee satisfaction point is worth emphasising. 91爆料 research shows that job satisfaction is the single strongest correlating factor for personal productivity \u2014 ahead of pay, workload, and management quality. Improving it isn&#8217;t just a people issue. It&#8217;s a business performance issue.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">AI in HR recruitment<\/h2>\n\n\n\n<p>Recruitment is where AI automation in HR has moved fastest and where the stakes for getting it right are highest. Three in four UK business leaders say recruitment is a challenge, and 6 in 10 say they&#8217;ve made a wrong hiring decision at some point. The cost \u2014 in time, money and team morale \u2014 is significant.<\/p>\n\n\n\n<p>The candidate side of the equation is just as broken. 91爆料&#8217;s State of Recruitment research found:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>8 in 10<\/strong> candidates have applied for a job and not heard anything back.<\/li>\n\n\n\n<li><strong>54%<\/strong> say the most frustrating part of job searching is applying and hearing nothing.<\/li>\n\n\n\n<li><strong>61%<\/strong> say the hiring process discourages them from looking for new roles at all.<\/li>\n\n\n\n<li>Only <strong>38%<\/strong> of job platform results are deemed relevant by job seekers \u2014 a figure that is consistent across all age groups.<\/li>\n<\/ul>\n\n\n\n<p>That&#8217;s not a skills shortage problem. It&#8217;s a process problem. And it&#8217;s exactly where AI helps.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What AI in HR recruitment does well<\/h3>\n\n\n\n<p><strong>CV screening:<\/strong> AI evaluates applications against defined criteria in the time it takes a recruiter to review a handful manually. Structured screening reduces the inconsistency that comes from reviewing CVs when you&#8217;re tired, rushed or influenced by unconscious bias.<\/p>\n\n\n\n<p><strong>Candidate sourcing:<\/strong> Advanced platforms don&#8217;t just wait for applications. They actively search job boards, LinkedIn and talent databases to surface candidates who match your brief but haven&#8217;t applied. <a href=\"https:\/\/employmenthero.com\/uk\/products\/find-candidates\/\">91爆料&#8217;s Find Talent<\/a> can reduce unsuitable candidates by up to 75%, meaning hiring managers spend their time on the right people, not sifting through noise.<\/p>\n\n\n\n<p><strong>Interview scheduling:<\/strong> Coordinating diaries is a genuine time sink. AI handles the back-and-forth automatically, freeing recruiters to focus on actually talking to candidates.<\/p>\n\n\n\n<p><strong>Automated screening interviews:<\/strong> AI video and voice interviews let candidates complete initial screening on their own schedule, with structured scoring that gives recruiters a consistent basis for comparison. Given that 46% of candidates cite time-consuming processes as a top frustration, faster screening benefits both sides.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Where human judgement stays non-negotiable<\/h3>\n\n\n\n<p>Hiring is part science, part art. As Dr Robert Kovach writes in <em>Psychology Today<\/em>: &#8220;AI cannot see potential or opportunity that isn&#8217;t written down. It rarely questions itself when sent down a path.&#8221; That&#8217;s why AI should support the recruitment process, not run it.<\/p>\n\n\n\n<p>Under <a href=\"https:\/\/www.legislation.gov.uk\/ukpga\/2010\/15\/contents\" target=\"_blank\" rel=\"noreferrer noopener\">the Equality Act 2010<\/a>, you&#8217;re legally responsible for ensuring hiring decisions don&#8217;t discriminate. The core risk is algorithmic bias. Since machine learning models are designed to find patterns in the data you feed them, if your past hiring data reflects an historic bias such as favouring certain demographics for high-level roles, the AI will learn and perpetuate that bias, potentially screening out qualified candidates from under-represented groups.&nbsp; If your AI tool is trained on biased historical data, it can quietly replicate those biases at scale. Regular audits of AI-assisted hiring decisions aren&#8217;t optional; they&#8217;re essential.<\/p>\n\n\n\n<p>The right model: AI handles volume and consistency. Humans handle judgement, culture fit and final decisions.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">AI in HR analytics<\/h2>\n\n\n\n<p>Data has always been available in HR. The problem is that most of it has been locked in separate systems, too fragmented to act on. AI in HR analytics changes that \u2014 and the insights it surfaces can be genuinely striking.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What the data can tell you: A real example<\/h3>\n\n\n\n<p>To illustrate what AI-powered HR analytics can reveal, here&#8217;s a breakdown drawn from 91爆料&#8217;s own analysis of sick leave patterns across UK businesses, using the Bradford Factor \u2014 an industry-standard formula that measures absenteeism frequency (B = S\u00b2 x D, where S = spells of absence, D = days absent). A score above 100 indicates patterns that typically warrant HR attention.<\/p>\n\n\n\n<p><strong>By industry:<\/strong> The variation is wide. Accounting, HR and Legal has a Bradford Factor of 112.8 \u2014 the highest of any sector analysed, sitting in &#8220;high concern&#8221; territory. By contrast, Retail, Hospitality and Tourism sits at 31.5 and Education and Training at 25.2. Healthcare and Community Services sits at 53.8, driven largely by longer individual absences (averaging 9.2 days per employee annually).<\/p>\n\n\n\n<p><strong>By generation in high-scoring sectors:<\/strong> The generational breakdown inside Accounting, HR and Legal is particularly notable. Gen Z employees in this sector have a Bradford Factor of 184.9 \u2014 nearly three times the Gen X figure of 34.6 in the same industry. It is crucial to note that the AI-powered analysis only highlights the statistical pattern; the HR team\u2019s role is to use this evidence to conduct a deeper human-led investigation into the root cause. That&#8217;s not a judgement on younger workers; it&#8217;s a signal worth investigating, whether around wellbeing support, workload design or management style.<\/p>\n\n\n\n<p><strong>By seniority:<\/strong> Directors have a Bradford Factor of just 22.8. Intermediate employees \u2014 the largest segment in most businesses \u2014 sit at 48.4. Junior employees at 42.7. The pattern suggests that as employees gain autonomy and seniority, absence frequency tends to fall. That&#8217;s a data point worth factoring into how you design early-career support.<\/p>\n\n\n\n<p>Without AI, spotting patterns like these across thousands of employees in real time is almost impossible. With it, your HR team can move from anecdote to evidence in a fraction of the time.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Other high-value analytics use cases<\/h3>\n\n\n\n<p><strong>Turnover prediction:<\/strong> Machine learning models can identify employees who show early signs of disengagement \u2014 often months before they hand in notice. Given that feeling undervalued is the number two reason UK employees leave a job (behind stagnant pay), catching those signals early matters.<\/p>\n\n\n\n<p><strong>Pay equity analysis:<\/strong> AI can scan your entire compensation structure and surface disparities by gender, ethnicity, or tenure that would take weeks to find manually. Given <a href=\"https:\/\/www.gov.uk\/guidance\/gender-pay-gap-reporting-overview\" target=\"_blank\" rel=\"noreferrer noopener\">UK gender pay gap reporting requirements<\/a>, this is both a compliance issue and a retention one.<\/p>\n\n\n\n<p><strong>Workforce planning:<\/strong> Predictive analytics can model future hiring needs based on growth projections, attrition trends and skills requirements. Instead of reactive recruiting, you&#8217;re building a pipeline before the gap exists.<\/p>\n\n\n\n<p><strong>Engagement trends:<\/strong> NLP tools analyse survey responses at scale, identifying themes and sentiment shifts that raw numbers don&#8217;t capture. You stop guessing why engagement dropped and start seeing the patterns behind it.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The data quality caveat<\/h3>\n\n\n\n<p>AI analytics is only as good as the data going in. If your HR records are fragmented across multiple systems or data entry has been inconsistent, the outputs will reflect that. Getting your data infrastructure right before investing in advanced analytics is worth doing.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">AI tools for HR: What to look for and how to evaluate<\/h2>\n\n\n\n<p>The market for AI tools for smarter HR management is crowded. Here&#8217;s a practical framework for cutting through it:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Integration.<\/strong> A standalone AI tool that doesn&#8217;t connect to your payroll, ATS or HRIS creates more admin, not less. Prioritise platforms that connect cleanly with what you already use. The average SME currently runs 3\u20134 systems \u2014 adding another disconnected one makes the problem worse.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Explainability.<\/strong> If AI is supporting decisions about hiring, pay, or performance, you need to be able to explain how those decisions were reached. The<a href=\"https:\/\/ico.org.uk\/for-organisations\/uk-gdpr-guidance-and-resources\/artificial-intelligence\/guidance-on-ai-and-data-protection\/\" target=\"_blank\" rel=\"noreferrer noopener\"> ICO&#8217;s guidance on AI and data protection<\/a> is clear on this. This requirement aligns with the GDPR\u2019s explicit Article 22, which grants employees the right not to be subject to a decision based solely on automated processing if it produces legal effects or significantly affects them. Tools that operate as a black box expose you to real legal and reputational risk.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>GDPR compliance.<\/strong> Employee data is sensitive data. Check that any AI tool you adopt is GDPR-compliant by design, not as an afterthought. Ask vendors specifically how they handle data processing, storage and subject access requests.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Auditability.<\/strong> You need to be able to review what the AI has done and correct it when it&#8217;s wrong. Look for platforms that maintain clear audit trails across all AI-assisted decisions.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Human override.<\/strong> No AI decision about an employee should be final without human review. <a href=\"https:\/\/www.cipd.org\/uk\/about\/news\/cipd-guidance-ai-in-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\">The CIPD<\/a> is explicit about keeping humans in the loop at all times \u2014 and this expectation is likely to harden as regulation catches up.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">AI tools for HR wellbeing programmes<\/h2>\n\n\n\n<p>This is one of the less talked-about but genuinely high-value areas for AI in HR and the data makes a compelling case for prioritising it.<\/p>\n\n\n\n<p>Half of all UK employees don&#8217;t feel recognised enough in their jobs. Average job satisfaction sits at just 6.4 out of 10. And 41% of workers rate their company poorly on automation of tasks with direct knock-on effects on their own productivity. These aren&#8217;t soft metrics. They&#8217;re predictors of turnover, absenteeism and performance.<\/p>\n\n\n\n<p>Traditional wellbeing programmes rarely address the root causes. A benefits portal, an EAP helpline buried in the intranet and a wellness week once a year don&#8217;t move those numbers. AI makes a different approach possible.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Personalised resource delivery.<\/strong> AI surfaces the right mental health resource, financial wellbeing tool or career development content to the right employee at the right time \u2014 based on their role, life stage, and preferences. Not a generic email blast.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Burnout risk identification.<\/strong> By analysing patterns in leave data, work hours and survey responses, AI can flag individuals or teams showing early signs of stress. Done transparently and with employee awareness, it&#8217;s proactive care, not surveillance. The Bradford Factor analysis above is a real-world example of what this looks like in practice.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>EAP engagement.<\/strong> Low EAP utilisation is a persistent challenge for HR teams. AI-powered nudges delivered through a work app \u2014 rather than a static benefits page \u2014 consistently improve engagement rates.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Financial wellbeing.<\/strong> Tools like Earned Wage Access give employees more control over financial stress without increasing payroll costs. And given that stagnant pay is the number one reason UK employees leave, financial flexibility is a meaningful retention tool.<\/li>\n<\/ul>\n\n\n\n<p>The non-negotiable condition: employees need to know how this data is used, that it&#8217;s anonymised where appropriate and that they have control over their participation. Transparency is the foundation that makes these tools work.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Preparing your HR team for the change with 91爆料<\/h2>\n\n\n\n<p>Adopting AI in HR isn&#8217;t just a technology project. It&#8217;s a change management one and the data backs that up.<\/p>\n\n\n\n<p>91爆料&#8217;s research found that 8 in 10 UK business leaders agree that implementing technology or AI solutions is a challenge. Nearly half rate their organisation as poor or average on technical know-how. And only 58% of businesses feel they&#8217;re keeping up with tech advances at all.<\/p>\n\n\n\n<p>That context matters when you&#8217;re planning an AI rollout. The barriers aren&#8217;t usually technical. They&#8217;re cultural.<\/p>\n\n\n\n<p>Your HR team needs to shift from owning processes to owning outcomes. That means developing data literacy, learning how to interrogate AI-generated insights and knowing when to override the machine.<\/p>\n\n\n\n<p>Start by involving HR in tool selection, not just IT. Run pilots on lower-stakes processes before rolling out to hiring or pay decisions. Build clear policies on how AI will be used, what it won&#8217;t be used for, and how employees will be kept informed. Our <a href=\"https:\/\/employmenthero.com\/uk\/blog\/ai-work-guide\/\">AI work guide<\/a> has more on how to structure this shift.<\/p>\n\n\n\n<p>And remember: 1 in 3 employees already feel they spend time on unnecessary or inefficient tasks. Getting AI right isn&#8217;t just good for HR \u2014 it&#8217;s a direct signal to your workforce that you&#8217;re investing in making their working lives better.<\/p>\n\n\n\n<p>AI in HR is not a future trend you can afford to watch from the sidelines. UK employers who get this right will hire faster, manage compliance with less stress, and build workplaces where people actually want to stay.<\/p>\n\n\n\n<p>But it doesn&#8217;t work without the human element. The data still needs interpreting. The decisions still need owning. The culture still needs building \u2014 by people, for people.<\/p>\n\n\n\n<p>AI handles the volume. You handle the judgement. Get that balance right, and you&#8217;ll have the most effective HR function your business has ever had.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Ready to see what AI-powered HR looks like in practice?<\/strong> <\/p>\n\n\n\n<style>\r\n.content-wrapper p, .content-wrapper ul, .content-wrapper ol{\r\nfont-size: var(--wp--preset--font-size--paragraph-2-m) !important;\r\n}\r\n<\/style>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-nowrap is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\" data-trigger-modal=\"request-a-demo-modal\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/request-a-demo\/\"><strong><strong>Request a demo of 91爆料 today.<\/strong><\/strong><\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull is-style-default has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-13 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/?topic%5B0%5D%5B0%5D=Product\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-52766 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer Playbook: What is onboarding?\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail.webp 1728w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-768x451.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-1536x901.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-864x508.webp 864w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-15 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-14 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\" >Employer Playbook: What is onboarding?<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Real onboarding starts at offer acceptance, spans 90 days and is the #1 source of HR errors. Here&#8217;s how to&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employer Playbook: What is onboarding?<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-51732 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employment Contracts UK: What Employers Are Legally Required to Include in 2026\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\" >Employment Contracts UK: What Employers Are Legally Required to Include in 2026<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-4\"><p class=\"wp-block-post-excerpt__excerpt\">Employment contracts UK rules are changing under the Employment Rights Act. Find out what to include and update before 2026.&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employment Contracts UK: What Employers Are Legally Required to Include in 2026<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-51681 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Switching Payroll Providers UK: A Step-by-Step Migration Guide\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\" >Switching Payroll Providers UK: A Step-by-Step Migration Guide<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-6\"><p class=\"wp-block-post-excerpt__excerpt\">Thinking about switching payroll providers? Learn when to switch, what to plan for, common migration mistakes, and what to look&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Switching Payroll Providers UK: A Step-by-Step Migration Guide<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Learn how to implement AI in HR management. Explore AI HR software, compliance tools and strategies to fix HR challenges.<\/p>\n","protected":false},"author":430,"featured_media":50834,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_visual_mode":"business","_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"11 min read","display_reading_time":false,"download_content_type":"","download_file":"","download_url":"","download_cta_label":"","homepage_thumbnail":0,"footnotes":""},"categories":[287],"tags":[],"resource-type":[157],"topic":[],"learn_topic":[],"industry":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"content_type":[],"post_features":[],"class_list":["post-50837","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorised","resource-type-blog"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/50837","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/users\/430"}],"replies":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/comments?post=50837"}],"version-history":[{"count":2,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/50837\/revisions"}],"predecessor-version":[{"id":50840,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/50837\/revisions\/50840"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/50834"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=50837"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/categories?post=50837"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/tags?post=50837"},{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=50837"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=50837"},{"taxonomy":"learn_topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/learn_topic?post=50837"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=50837"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=50837"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=50837"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=50837"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=50837"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=50837"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=50837"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=50837"},{"taxonomy":"content_type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/content_type?post=50837"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=50837"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}