Melissa Pennington is leveraging the advancements of technology to improve her work in human resources (HR).

Exposure To Human Resources

The Queens, NY, native carries more than two decades in the sector, which she was first introduced to as a high school student. She took a Myers-Briggs personality test, which suggested she consider a career in HR. She was unfamiliar with what it entailed until further research.

“I remember thinking, ‘What is that?’ The more I explored, the more I realized how perfectly it aligned with who I am,” she told AFROTECH™ in an email interview. “As I grew into my career, I started to understand the impact HR could have — not just as the department dealing with policies or consequences, but as a true catalyst for positive change.”

Pennington’s focus in her work would settle on nonprofits and medium to small-sized businesses. This was inspired by her grandmother, who moved to the United States in pursuit of the American dream. She owned multiple beauty salons across the Bronx from the ’50s to ’70s.

“A time when being a woman, a person of color, and an entrepreneur all at once wasn’t easy. That experience shaped my belief that every business starts small and has the potential to grow, but only if it’s given the right support and resources,” she explained.

HR On Demand

Through HR, Pennington saw a gateway and an opportunity to be a resource for small businesses, which she says often lack access to subject matter experts who can assist with hiring, retention, and avoiding legal blunders related to compliance issues. In 2020, during the wake of COVID-19, she believes the need for an HR expert only heightened. Now, she serves as a resource in her role as founder and lead HR strategist at HR on Demand.

“The pandemic amplified these challenges, revealing gaps on both the employee and employer sides. I saw companies struggling to adapt, not only to the evolving work landscape but to the changing needs of their teams,” Pennington recalled. “That’s where my company stepped in — to fill those gaps and provide tailored HR solutions to empower growth, protect against potential pitfalls, and help them build sustainable workplaces. The strategies I use focus on aligning HR with business goals, streamlining processes, and fostering a positive culture that values both the employer’s vision and the employees’ well-being.”

She added, “I believe small businesses and nonprofits are the backbone of our communities, and supporting their growth isn’t just crucial — it’s essential for fostering innovation, diversity, and opportunity. It’s a way of giving back and helping these businesses, just like my grandmother’s, not only survive but thrive.”

Don’t Forget The Human In HR

Per the company website, HR on Demand offers an array of services which include HR audits, diversity, equity, and inclusion assessments, federal contracting compliance, and employee engagement.

Additionally, the organization is keeping up with the rapid changes in technology, offering artificial intelligence (AI) and human ingenuity implementation services. In September 2024, Pennington even obtained a Google AI Essentials certification which provided education on generative AI tools for content ideation and execution, writing prompts, identifying bias around the technology, and up-to-date strategies, information on the course read.

“AI is an incredibly powerful tool in HR — it assists us in making processes more efficient, analyzing data, and even predicting trends. But at the end of the day, it’s just that: a tool. We can never forget the “human” in human resources,” she mentioned. “Relationship building is at the core of what we do, and it’s key to both employee retention and the overall success of a company. When it comes to balancing technology with empathy, it’s about using AI to enhance, not replace, the human touch.”

She continued, “The real magic happens when we use AI to free up time and resources, allowing HR professionals to focus more on building strong relationships, understanding individual needs, and fostering an inclusive work culture… In every aspect — whether it’s recruitment, employee engagement, or managing performance — my approach is to let AI handle the ‘what’ so that we, as HR professionals, can focus on the ‘why.’ That way, we’re always keeping people at the heart of our decisions and ensuring that technology supports human growth, not the other way around.”

What’s Ahead

Pennington applied her stance in real time, developing an AI assistant created through generative pre-training transformer (GPT) technology, a language model that produces text based on a given input. It aims to empower the workforce by crafting resumes, preparing mock interviews, providing real-time feedback, and even sharing insights based on an image upload of ones interview attire, she says.

“I built this because I noticed a gap — job seekers often lack personalized, accessible guidance, and this tool bridges that gap in a very practical way… I envision these technologies continuing to change how we support our workforce — making processes more efficient, reducing risks, and creating more personalized and equitable experiences.” 

The HR specialist recognized that while technology won’t replace the human aspect in HR, she believes it will enrich our ability to connect with, understand, and assist people in unprecedented ways.

“It’s a thrilling time to be part of this evolution in HR, and I’m looking forward to seeing how these trends unfold and continue to shape the field,” she expressed.