Your journey

Read. Talk. Start. Build. Amplify.

Every engagement follows the same path, and evidence decides how far along it you go. The first two steps cost nothing. The rest are fixed-fee engagements, each with PeopleSafeguard set up in week one at no separate charge.

1 · ReadLearn, no chargePredictions, the guide, the check, the weekly note.

2 · TalkThirty minutesThree candidate first moves.

3 · StartHR AI First MoveThree weeks, one bounded first step.

4 · BuildFour engagementsSkills, rules, systems.

5 · AmplifyHR Operating ModelA first wave, working.

Which door did you come through?

Start

"We need to know what to do with AI."

Your path: the two-minute check, the conversation, then HR AI First Move. If your board has set a date, add the six strategy decisions from our AI Strategy for HR guide, about eight weeks in total.

Explore

"We need to see what AI can do across our HR."

Your path: the predictions and the strategy guide, then the conversation. Platform customers usually start with a platform AI value review; everyone else with a First Move on the work people are already improvising around.

Manage risk

"We need AI in HR governed and evidenced."

Your path: what applies where you are, the one-page working guide, then Responsible AI in Practice, with PeopleSafeguard as the working register. A First Move is still the fastest way to see the method.

Step 3 · Start

Make your first move.

HR AI First Move

Start

Start small. Learn fast. Decide with evidence.

Outcome: a clear, well-evidenced decision on one useful HR AI opportunity: proceed, adapt or stop.

For HR leaders who see the opportunity and want clarity before commitment. Every organisation starts with one bounded step, whatever its size. If your team already uses AI tools informally, that is a good place to begin: make it safe and useful in three weeks.

3 weeksduration

One workflowone business unit, up to ten participants

Fixed feeconfirmed in writing before you commit

What we do

Use-case and value workshop, comparing AI with simpler process fixes and features you already own
Data and decision-boundary review: what the tool may see, what it must never decide
Controlled trial on synthetic or approved non-personal material
One AI Mastery lab for the people involved, and a one-page working guide: what AI can do, what needs a check first, and what stays off limits
PeopleSafeguard set up in week one: your AI register started, the decision and the evidence kept; learning records are added once your consultation or works agreement covers them
First Move Decision Pack: evidence, limits, a proceed / adapt / stop recommendation and a costed next step

What you can prove

Baseline versus test evidence, including review and correction effort
Known limits and open conditions written down
A named owner and a decision date

Typical first moves: HR policy and communication drafting from approved source material; HR process improvement using synthetic process examples; learning-material preparation from approved content.

Included: your register starts here; the decision and evidence are kept; the people involved complete the AI ethics learning.

Cloud Assist owns the outcome. AI Assist runs the trial and the lab. The platform specialist joins where your system matters. A well-supported "not yet" is a valid result.

If your board has set a date

Proposed path

A bounded first step is a proof, and a board wants a plan. When a date is set, we run the First Move and the six strategy decisions from our AI Strategy for HR guide together, about eight weeks, so you arrive with one proven example and a strategy on a page: vision, drivers, value, risks, adoption and the delivery roadmap.

Step 4 · Build

Build skills, rules and systems.

Choose the parts you need, in the order that suits you.

AI Mastery for HR

Skills

Confident HR teams who know when to question the answer.

Outcome: people who can use approved AI appropriately in real HR work, spot material errors and escalate when it matters.

6 weeksduration

Up to 50 learnerstwo role tracks, four labs, two clinics

Fixed feeconfirmed in writing before you commit

What we do

Role-specific baseline exercises
Live practice labs on approved HR tasks: source checking, sensitive-data handling, spotting low-quality output, fairness and judgement
Governance built into every track: approved tools, data rules, ethics and use-case decisions
A one-page working guide, aligned to your existing policy where it already works
Manager reinforcement and a 30-day practice review

Supports AI literacy responsibilities where they apply, through contextual learning. No certificate is required, and none is sold.

Included: AI ethics learning for champions and managers alongside the labs, with a record of who completed it; approved tools and rules recorded.

Responsible AI in Practice

Rules

Guidelines, policies and evidence that work in everyday HR.

Outcome: clear decision rights, one register of AI uses in HR, and a working approval, oversight and review process.

6 to 10 weeksduration

Up to ten AI usesacross up to three entities or jurisdictions

Fixed feeconfirmed in writing before you commit

What we do

Inventory of AI uses across HR, payroll and recruitment, including tools people already use informally, treated as a signal of unmet need
Risk and employee-impact triage
Practical guidelines and policy updates: decision rights, supplier evidence and the one-page working guide
An HR standard for AI-assisted content: label it, route high-stakes content through a human review gate, audit a sample on a schedule
Oversight, escalation and review cadence, with a seat for HR practitioners and, where your country provides for them, employee representatives on the AI review forum, and a route for anyone to propose a new use

Legal interpretation stays with your legal and privacy owners, and we help them make it.

Included: the working system: register, learning records, incident tracking and audit-ready evidence.

Platform AI Value

Systems

Understand what your HR platform can already do in the world of AI.

Outcome: relevant platform AI capability assessed, switched on where it fits, adopted and measured in your HR context. Workday, Oracle, Dayforce, HiBob or SAP SuccessFactors.

6 to 10 weeksduration

Two features or workflowsup to two business units, one tenant landscape

Fixed feeconfirmed in writing before you commit

What we do

Feature, entitlement and availability review against current vendor documentation
Process, security and responsible-AI review, including where each feature processes data and what your deployer duties are
Non-production configuration and user acceptance testing
Enablement, communications and a 30-day value check

Before you buy more AI, establish what your platform investment can genuinely do for HR. WD Assist leads on Workday; our partnerships cover the rest. You pay us for judgement about your tenant, and a Decision Pack can say a feature should stay off.

Included: each feature recorded with its decision and owner; learning records for users and reviewers; evidence at the value check.

HR Service Lift

Systems

Make HR easier to reach without making it less human.

Outcome: a better HR service journey with useful resolution, lower net effort and a dependable route to a person.

8 to 12 weeksduration

Two service journeysreference scope 2,500 employees, three source collections; larger populations scoped on quote

Fixed feeconfirmed in writing before you commit

What we do

Service discovery with employee input, content ownership and journey redesign
Permission-aware retrieval with source references, on the platform you already have
Private or dedicated deployment only where your data boundary requires it
Testing, enablement, launch communications and a 30-day review

Included: the service AI recorded with its boundary and owner; learning records for the service team; evidence at the review.

Step 5 · Amplify

Make AI part of how HR operates.

HR Operating Model

Amplify

Turn a useful first step into a better way for HR to work.

Outcome: a first wave of a clearer HR operating model, delivered and working: roles, decisions, service ownership and benefits aligned, with an AI strategy for HR behind it.

10 to 16 weeksduration

Four HR processes or Agentstwo teams or business units, two staged releases

Fixed feeconfirmed in writing before you commit

What we do

Demand and capacity baseline
Outcome-led AI strategy for HR: vision, drivers and risks, a prioritised portfolio and operating-model planning goals
Process, role, career-path and decision-right redesign, with employee involvement
Change management, coaching, learning and a benefits scorecard with owners

Released capacity is assigned to people work: manager coaching, complex cases, service quality. We measure our success in capacity redirected to people work, never in headcount.

Included: the AI portfolio as a governed register; learning records across the function; evidence for your board.

Questions HR leaders ask us

We already have AI in our HR platform.

Good. Then let us establish what fits your work and what your team needs to use it well. Existing capability is a starting point, and we will never sell you a second answer to a problem you have already solved.

Our information is too sensitive.

We can begin without employee records, using approved non-personal material. Anything involving personal data goes through the right review and controls first, with your privacy owners.

We already have a policy.

Can your team apply it to a real task? We test the working guidance and the judgement before we change anything that already serves you well.

Will PeopleSafeguard make us compliant?

It gives you the register, the training evidence and the audit trail. The decisions, controls and legal interpretation stay yours, and we help you make them well.

Do we have to take PeopleSafeguard?

It is part of every engagement, at no separate charge, because the register, the learning records and the evidence are how we show the work was done responsibly. Set up in week one, yours for twelve months. If you prefer to work without it, the fee is the same and we deliver the register and evidence as documents.

Is this just training?

Training is one part. The First Move also gives you a tested approach and a Decision Pack. Standalone AI Mastery is available when learning is the real need.

My team is worried about their jobs.

Every engagement names the human work that improves and measures success in capacity redirected, never headcount. Your team helps choose the work and designs the review.

Something else on your mind? Contact us, or bring it to the first conversation.

Start with the conversation

Thirty minutes, no charge, no employee records required. You leave with three candidate first moves.

Find your first move