AI readiness for HR
“We know AI could save time, but we don't want to get it wrong.”
AI where it saves time, with people kept in charge of decisions about people.
What's included
- A map of your HR processes and where AI could help
- Two or three quick wins, set up with a person reviewing every output
- An AI use policy and a plain-language notice for employees
- A review of your job postings for AI disclosure rules
- Manager training on using AI tools well
Where AI helps
- Quick wins: Onboarding, offboarding, HR admin, policy questions and document drafting, with a person reviewing everything before it goes out.
- Medium term: Learning, performance review support, survey analysis and pay equity. Higher value, but needs clean data and manager buy-in.
- Strategic: Screening and ranking, flight-risk prediction and workforce forecasting. Biggest impact, but needs governance, bias audits and legal review first.
Before anything goes live: a person makes the final call on decisions about people, screening tools are tested for bias, employee data stays out of unvetted tools, and employees know where AI is used.
Where it fits
Every phase, starting with routine admin.
Example scenarios
- A 60-person firm whose managers were already using AI tools with no rules. We write a short AI use policy, agree what data must stay out of those tools and train managers on safe use.
- An HR team spending hours on offer letters and onboarding emails. We set up templates that AI drafts and a person reviews, cutting the time per hire while keeping every document checked.
Not sure where to start?
Email [email protected] with a short note about what you're working on, and we'll suggest a sensible next step.
Example scenarios are illustrations based on situations we commonly see, not specific client results.
