AIQxHR · Ekta Lall Mittal

AI makes HR efficient. EQ makes it effective.
AI+EQ™. We need both.

About

Ekta Lall Mittal

I bring 20 years of experience leading HR transformation, strategy, technology ecosystem design, data and analytics, and change readiness inside global companies.

Having worked across different roles and functions, I understand how HR drives real business impact — not only through the right technology, but through new ways of working and the human judgment that makes change stick.

Connect on LinkedIn ekta@aiqxhr.com

“My focus is to bring technology and people together. Transformations need the right people at the right place supported by the right technology."

Experience: HR transformation · Strategy · Technology ecosystem · Data and analytics · Change readiness
Works with: CHROs, CEOs, leadership teams and HR teams — small to medium, enterprise-wide and start-up businesses
Focus: AI + EQ balance in transformation
Also: Founding Director for The Zeroth · NYC Chapter Ambassador for Transform · Writer and Speaker · Mentor to emerging women leaders via Ascent Point Leadership

Approach

How I think about AI in HR

Two frameworks run through every engagement: three grounding rules for the journey, and five readiness pillars to assess where AI fits.

3 grounding rules 5 readiness pillars

Not everything needs to be AI.

The best use of AI is knowing where it belongs — and where human judgment still owns the decision.

02 · Grounding rules

3 grounding rules of the AI + EQ journey

Acknowledge

Every journey is different but similar: at the beginning, in the messy middle, or already into real transformation. Every function sits somewhere different, and that is fine.

Educate

Build fluency at every level: which tools to use, when to use them, and how to hold on to critical thinking while the technology does the lifting. Behavior readiness, building capabilities, upskilling, reskilling, deskilling.

Trust

Clarity on what AI decides and what it does not. Transparency about how it is used. Agreed ways of working and collaborating. Clarity and transparency build trust.

How ready is each pillar for AI

The readiness model

Five conditions, scored per function, not once for HR as a whole.

People

What does the operating model look like? Does the team know what to give to AI? People + agents?

Process

Is the process documented well enough to hand off to a new tool? What work does not need to be done anymore, automated, augmented, or rethought?

Technology

Can the current tech stack already do what we're asking? Do we need new tools, or should we use the AI functionality we already own?

Data and Analytics

Is the data clean and complete enough to rely on? Could an AI-influenced decision be audited six months later? Predictive analytics for workforce planning?