Tag: Featured

For years, conversations about artificial intelligence have centered around a single question:

“Will AI replace jobs?”

It’s a reasonable concern. Headlines often focus on automation, layoffs, and the growing capabilities of AI systems. But as organizations move from experimentation to implementation, a different reality is emerging.

The future of work is not about replacing people with technology.

It’s about redefining how people and technology work together.

The organizations gaining the greatest advantage from AI aren’t removing humans from the process. They’re empowering humans with better tools, faster access to information, and more efficient workflows.

The companies that understand this distinction will be the ones that thrive in the coming decade.

The Great Workforce Transformation

Every major technological shift changes the nature of work.

The industrial revolution transformed manufacturing. The internet transformed communication. Cloud technology transformed business operations.

Artificial intelligence is now transforming knowledge work.

Many routine tasks that once consumed hours of employee time can now be completed in minutes. Administrative functions, data analysis, content creation, scheduling, reporting, and information gathering are increasingly being augmented by AI-powered systems.

This doesn’t eliminate the need for people.

It changes where people create value.

Organizations are discovering that their competitive advantage is no longer found in performing routine tasks faster than competitors. Instead, advantage comes from the ability to think strategically, innovate, solve complex problems, and make informed decisions.

Why Entry-Level Work Is Changing

One of the most significant workforce shifts is occurring at the entry level.

Historically, many professionals began their careers performing administrative and repetitive tasks while learning the fundamentals of their industry.

Today, many of those tasks can be completed by AI systems.

This creates a challenge for organizations and workforce leaders.

How do we develop future leaders if traditional entry points into the workforce continue to evolve?

Forward-thinking organizations are already beginning to rethink onboarding, training, mentorship, and career development. The companies that solve this challenge will build stronger leadership pipelines than their competitors.

The Skills Becoming More Valuable

As AI becomes more capable, uniquely human skills become increasingly important.

Technology can process information.

Humans provide judgment.

Technology can generate recommendations.

Humans make decisions.

Technology can automate tasks.

Humans build trust, inspire teams, and navigate uncertainty.

The most valuable workforce skills over the next decade will likely include:

• Critical thinking
• Complex problem solving
• Leadership
• Emotional intelligence
• Adaptability
• Strategic decision-making
• Collaboration
• Communication
• AI fluency

Organizations that invest in these capabilities will be better positioned to adapt to future disruptions.

The Leaders Winning with AI

The most successful organizations are approaching AI differently.

Rather than asking:

“How can we replace people?”

They are asking:

“How can we help our people accomplish more?”

The results are often significant.

When AI is used to augment employees rather than replace them, organizations frequently experience improvements in productivity, efficiency, and employee satisfaction.

The focus shifts from cost reduction to value creation.

This is where long-term competitive advantage is built.

The Real Opportunity Ahead

The future workforce will not be defined by humans or AI.

It will be defined by humans working alongside AI.

Organizations that embrace this reality will create stronger teams, more resilient operations, and greater opportunities for innovation.

The challenge for business leaders is no longer deciding whether AI will impact their workforce.

That question has already been answered.

The real question is whether their organization is preparing employees to succeed in an environment where technology amplifies human potential.

Those who answer that question successfully won’t simply adapt to the future of work.

They’ll help shape it.

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Is Your Organization Ready for the Human + AI Workforce?

Career Highways works with organizations to help leaders navigate workforce transformation, talent strategy, and the evolving future of work.

Connect with our team to discuss how your organization can prepare for the next generation of workforce challenges and opportunities.

Career Highways Named Businessolver Pinnacle Partner Advancing New Standard for Career Health for Workforce and Benefits Intelligence

Partnership connects benefits, career growth, skills intelligence and workforce planning to help employers build more transparent skills-based organizations

DENVER, CO — Businessolver®, the leader in anticipatory benefits and HR technology, expands the Pinnacle Partners program with Career Highways, the leader in AI-powered skills-based workforce intelligence and career pathway technology. The partnership adds career health to Businessolver’s extensive lineup of voluntary carriers and point solutions. 

“We’re excited to bring even more wellbeing options to our clients with the addition of Career Highways,” said Jen Greean, Director of Partner Relations at Businessolver. “Intentional career progression and talent retention is an important part of helping our clients deliver better outcomes for their employees and their organizations.”

More organizations are recognizing career health as a new model for connecting benefits, career development, decision-making, workforce intelligence and planning into a more unified system for total wellbeing. Through Businessolver’s Pinnacle Partner Program, Career Highways offers a high-impact, enterprise-ready product that extends value beyond traditional benefits administration, enabling organizations to connect benefits engagement with career trajectory, skills development, and workforce planning. 

“Organizations are suddenly finding themselves in a new era where benefits, careers, and workforce planning can no longer operate in separate systems,” said Liz Eversoll, CEO at Career Highways. “Career Highways and Businessolver unifies those domains giving employers a single, intelligent framework to drive engagement, retention, and internal mobility at scale. The partnership demonstrates how AI can be used in a practical, people-centered way to improve transparency, strengthen retention and create more meaningful career mobility.”

Defining the Career Health Category

The partnership addresses a critical gap in the market: While benefits platforms and HR systems provide transactional support, they do not connect career trajectory, skills, and long-term workforce decisions.

Career Highways and Businessolver close that gap by delivering a unified intelligence layer that:

• Connects career pathways, skills, and workforce data with benefits and financial decisions
• Enables employees to make informed, forward-looking decisions about their careers and wellbeing
• Provides employers with real-time visibility into workforce capabilities, gaps, and risks
• Transforms benefits platforms into continuous engagement and decision intelligence systems

This integrated model defines career health—a new approach to managing workforce performance, employee growth, and long-term organizational outcomes.

“Career Highways has given us a consistent skills intelligence foundation for defining roles, aligning skills, and empowering employees to understand their career opportunities, accelerating our job architecture and strengthening how we develop and plan our workforce,” said Dr. Ashley Ellis, Vice President of Employee Engagement at Businessolver. 

Businessolver, who collaborates with Fortune 500 companies including Aflac, MetLife, Cigna, The Hartford and Prudential amongst many others, partnered with Career Highways to modernize its job architecture and establish a consistent foundation for roles, skills and career pathways across the enterprise. Using Career Highways’ AI-driven skills intelligence platform, Businessolver standardized role definitions, accelerated the creation and normalization of job descriptions and gave employees clearer visibility into the skills required for current and future roles.

Delivering Measurable Workforce Outcomes

The partnership builds on Career Highways’ successful enterprise implementation within Businessolver. By deploying Career Highways’ AI-powered platform, Businessolver established a scalable, skills-based foundation across its workforce, resulting in:

• 75% faster job architecture implementation, reducing timelines from over 12 months to approximately 3 months
• 95% reduction in manual role and skills creation effort
• 2–4 hours saved per role through automation
• 95% of employees reporting improved understanding of career pathways and required skills

Extending Benefits into Workforce Intelligence

As a Pinnacle Partner, Career Highways integrates into Businessolver’s ecosystem to extend benefits platforms into career health and workforce intelligence systems. Together, the companies enable organizations to:

• Align benefits with career stage, progression, and future trajectory
• Drive internal mobility and reskilling through transparent career pathways
• Improve retention and engagement by reducing career ambiguity
• Optimize workforce investment decisions with integrated intelligence
• Deliver enterprise-level insights across workforce cost, productivity, and risk

This collaboration reflects a broader shift in HR technology—from fragmented systems to unified intelligence platforms that support both employee decisions and enterprise strategy.

Career Highways joins an exclusive group of pre-integrated, market-leading voluntary benefits and solution partners that include: Accolade, Aetna, Aflac, ARAG, Benifex, Calibrate, Carrot, Cigna, Claritev, Counsel, Hello Heart, LegalShield, Lincoln Financial Group, Metlife, NortonLifeLock, Pets Best, PetPartners, Prudential, PTO Exchange, Recoop, Rightway, Securian, Sword, The Hartford, The Standard, Transamerica, Transitions Benefit Group, and Voya.

About the Pinnacle Partner Program   

Launched in 2019, Businessolver’s Pinnacle Partners program helps employers expand their benefits offerings with vetted, pre-integrated partners. The program enhances data exchange, simplifies enrollment, and ensures a seamless experience for HR teams and employees alike.

 About Businessolver 

Since 1998, Businessolver has delivered market-changing benefits technology that empowers empathetic service supported by an intrinsic responsiveness to client needs. The company creates client programs that maximize benefits program investment, minimize risk exposure, and engage employees with easy-to-use solutions and communication tools to assist them in making wise and cost-efficient benefits selections. Founded by HR professionals, Businessolver’s unwavering service-oriented culture and secure SaaS platform provide measurable success in its mission to provide complete client delight.    

For employers navigating rising claims costs, fragmented point solutions, and low utilization of existing benefits, Counsel becomes the organization’s responsible front door to healthcare. By intelligently triaging care from the first interaction, Counsel resolves more concerns without unnecessary escalation, reduces avoidable in-person care and downstream claims costs, and increases ROI across the existing benefits ecosystem by routing members to the right benefit at the right time based on an employer’s benefits design. 

ABOUT CAREER HIGHWAYS

Career Highways is a workforce strategy and technology company that helps large, complex organizations design and activate transparent, skills-based career pathways at enterprise scale. The company provides services and tools—including Skills Intelligence—that digitize job architecture, map skills to roles, and translates workforce data into clear pathways for mobility, upskilling, and planning. By combining AI-enabled insight with human expertise, Career Highways supports informed decision-making around talent development, internal movement, and the evolving impact of technology on work. Built for organizations navigating workforce transformation, Career Highways brings rigor, clarity, and structure to career development in the modern enterprise.

To learn more about Career Highways, please visit CareerHighways.com.

Media contacts:

Katie Carroll, VP of Product Marketing and Strategy
Businessolver

[email protected]

Philip Robertson, Impact Partners
For Career Highways
[email protected]

“If the new hires aren’t there [to begin with], your talent pipeline is empty.”
— Liz Eversoll, CEO of Career Highways

A new article from Reworked explores the growing trend of companies reducing entry-level hiring in favor of AI-driven efficiency—and the costly long-term consequences of that decision.

While AI can handle many of the routine tasks traditionally assigned to junior employees, organizations that eliminate entry-level roles risk dismantling their internal talent pipelines. These early-career positions are critical for developing future leaders who understand company culture, workflows and decision-making processes. Without them, companies are forced to rely on external hires—who are more expensive, take longer to ramp up and are more likely to fail.

The article highlights real-world examples, including leadership struggles at major companies like Coca-Cola and Starbucks, to illustrate how weak succession pipelines can negatively impact performance and stability. It also emphasizes that entry-level roles should not disappear, but evolve—integrating AI while focusing human effort on critical thinking, oversight and innovation.

Forward-thinking organizations like IBM and Dropbox are already adapting by redesigning entry-level roles and investing more heavily in early-career talent. Experts warn that companies prioritizing short-term cost savings today may face significant leadership gaps in the future.

Read the full article here: