Human Amplified HR
Move forward with AI. Keep people first.
Cloud Assist is where HR leaders around the world come for help with AI. We know HR, we know the systems you run, and we know the rules wherever your people are. The outcome is a function that uses AI well, with evidence your board and your people can trust.
Thirty minutes, no charge. We can begin without any sensitive data.
Trusted by Leading HR Teams
HR leaders who have to answer the AI question, wherever they are.
From London to Singapore, the questions are the same: where does AI belong in HR, what can our systems already do, how does the team learn to use it well, and how do we keep it defensible? The rules differ by country. The method is the same everywhere.
"We need to know what to do with AI."
The board wants an HR view. The team is cautious, the data is sensitive, and every vendor has an answer.
- Take the two-minute check
- Read the decision guide
- Talk to us for thirty minutes
"We need to see what AI can do across our HR, on our systems."
Platform AI features are arriving, people are using tools informally, and nobody has mapped what fits.
- Read the ten predictions and the AI Strategy for HR guide
- Get a view of what is available, suitable and entitled in your tenant
- Bring your priorities to the conversation
"We need AI in HR governed and evidenced, in every country we operate."
Tools are multiplying, the rules differ by jurisdiction, and the DPO is asking for a register.
- See what applies where you are
- Get the one-page working guide
- See how the register and evidence work
CHRO's, CPO's, HR VPS's, HR Directors, HRIS and People System Owners and Heads of HR Functions
Know what to do with AI. Then transform HR with it.
Beyond a pilot and beyond a policy. We help HR leaders answer the whole question: where AI belongs in HR, how the team learns to use it well, how it stays governed, how it runs on your systems, and how the function changes as a result.
System agnostic, because the answer is in your requirements, never in a licence. Outcome led, because success is capacity returned to people work and decisions you can defend.
Clarity to start
Know where AI can help, and choose a responsible place to begin.
Capability to act
Give your team the skills and judgement to use it well.
Trust to progress
Keep people informed, data use controlled and responsibility clear.
Confidence to amplify
Turn what works into a better way for HR to operate.
HR holds some of the most sensitive information in the business and makes the most human decisions. That is exactly why HR should shape how AI arrives, rather than be the last function to adopt it.
Whatever country your people are in, we work in its rules.
The rules are a calendar rather than a countdown. We map what applies to your workforce, build the work around it, and keep the evidence in PeopleSafeguard: what AI HR uses, who is trained, and what was decided.
United Kingdom
- UK GDPR Articles 22A to 22D, in force since 5 February 2026
- ICO expectations for AI in recruitment: tell candidates, meaningful human involvement, bias testing
- Equality Act 2010 and the Employment Rights Act 2025 dates
European Union
- AI Act: literacy and prohibited practices already apply; high-risk employment duties from 2 December 2027
- GDPR Article 22 and impact assessments
- Works councils and the CSE: information, consultation and co-determination before any system
United States
- New York City Local Law 144, Illinois, Colorado SB 26-189 and California rules for AI in employment decisions
- Title VII, the ADEA and the ADA, as they always have applied
- Litigation over vendor screening tools, followed case by case
Middle East
- UAE data protection law on automated decisions and profiling; DIFC Regulation 10 for AI systems; ADGM rules
- Saudi Arabia's PDPL under SDAIA, its data-transfer rules and AI Ethics Principles; Qatar, Bahrain and Oman data laws
- Emiratisation, Saudisation and other national targets, and Arabic records, applied as each country sets them
Asia-Pacific
- Singapore's PDPC and IMDA frameworks; South Korea's AI Basic Act; Japan's AI Promotion Act
- China's PIPL and cross-border transfer routes; Hong Kong's PCPD guidance
- Australia's automated-decision transparency from December 2026; India's DPDP rules
Reviewed September 2026. The full picture for each region, with primary sources. Your legal and privacy owners make the interpretation; we help them make it.
What global HR leaders told us, and what we think happens next.
Cloud Assist, AI in HR: The Reality Check 2026. Research we commissioned with global HR leaders. Method and regional split are published with the full findings.
Ten predictions for HR by 2031
The Human Amplified HR Function
- The HR operating model splits into three layers: an AI-mediated service layer, an evidence and governance layer, and a human judgement layer where careers are actually shaped.
- The AI use case register becomes as central to HR as the org chart.
- Success is measured in capacity redirected to people work, never in headcount reduction.
"For most enterprise functions AI is a productivity story. For HR it is a trust story."
Chris Healey, Group CEO. Author of The Human Amplified HR Function, host of the HR clinic.COMING SOON
HR, Amplified. Weekly
One idea a week on AI in HR, from Chris, in under four minutes. Plus the monthly HR clinic and the annual Reality Check.
One accountable plan. The people who change the work and the technology that carries it.
Consulting practices that change how HR works
- Cloud Assist leads: HR transformation strategy, change management, operating model, value case and one accountable relationship.
- AI Assist: AI strategy for HR, role-based AI Mastery education, guidelines and policy design with your governance owners.
- WD Assist: Workday in the world of AI, from what your tenant can do to adoption.
- DF Assist and NOW Assist: Dayforce and ServiceNow HR Service Delivery, where your HR runs there.
Products and platforms that keep the evidence and carry the work
- PeopleSafeguard, part of every engagement: the register of AI uses, the learning records and the audit-ready evidence.
- Connect Assist, when it matters: an employee pulse on how people feel about AI and how adoption is going, by team.
- Platform partnerships: Workday, Oracle, Dayforce, HiBob, Snowflake and Legion WFM, so AI runs on the systems and data you already have.
- AI engineering through AI Assist: controlled trials, retrieval and agents on your platform, private deployment only where your data boundary requires it.
How the practices, products and partners fit together
We deliver outcomes you can show.
Every step ends in evidence: the baseline, the trial, the limits, the recommendation, the costed next step. A well-supported "not yet" is a valid result.
Net time returned per task, reported as capacity, cost avoided and service quality, separately. Never turned into cash savings you cannot realise.
People informed, data use controlled, responsibility clear, and the no-go list published before anything starts.
What AI HR uses, who is trained and what was decided, recorded from week one and handed over as an evidence pack.
Evidence decides how far you go.
Find your first move
A 30 minute conversation about your priorities, your systems and a responsible place to start. You leave with three candidate first moves. No charge, no sensitive data required, no slides about us.