Purpose: The primary objective of this research is to discern the (sequential mediating) roles of strategic intent (SI) and strategic human resource management practices (SHRMP) in enabling artificial intelligence adoption in human resources (AIAHR) to foster employee engagement (EENG) and experience (EEXP).

Design/methodology/approach: Data were collected from 208 HR professionals working in various industries in the United States using a quantitative research design. PLS-structural equation modeling was used to test the hypothesized relationships.

Findings: This study’s results indicate that strategic intent and strategic HRM practices act as mediating mechanisms to channel the effect of AI adoption in HR on enhancing employee engagement and experience. In addition to individual meditation, the strategic intent and strategic HRM practices sequentially mediate the adoption of AI in HR and employee engagement and employee experiences.

Practical implications: This study highlights the importance of developing a clear strategic intent for AI adoption, implementing strategic HRM practices that align with the strategic intent and prioritizing employee engagement and experience in AI adoption efforts.

Originality/value: The current research significantly enhances the prevailing literature by proposing a model that integrates the key factors influencing AI adoption in HR and provides empirical evidence of the mediating roles of strategic intent (SI) and strategic HRM practices (SHRMP) in this relationship. This study provides practical guidance for HR practitioners and organizational leaders to facilitate successful AI adoption and integration in HR.