HR sits on the most sensitive files in the company and gets the least tooling support, so it is often the function where unofficial AI use started first. This track works on the tasks HR actually has, and spends real time on the uses where the answer is that a person decides.
Ask a general purpose assistant what notice period applies, or what a particular clause means, and it will answer fluently and sometimes correctly. The failure mode that hurts HR is not a wrong number in a spreadsheet, it is an answer given to an employee in writing that turns out to describe a rule from another country, another agreement or no agreement at all. The track spends a milestone on exactly this: how to tell a sourced answer from a plausible one, and why “cite your source” is a question you ask before you trust, not after you are challenged.
Filtering job applications, evaluating candidates, and decisions on promotion or termination can fall under the AI Act's high-risk category (Annex III), depending on what the tool actually does, and Article 6(3) still carves out systems performing a narrow procedural task. The Digital Omnibus moved those obligations to 2 December 2027, so there is time. One duty lands earlier though: a deployer of a high-risk system has to put human oversight in the hands of people with the competence, training and authority to exercise it (Article 26(2)). Our HR cases are deliberately not about screening candidates. We cover these uses so your team recognises them, and the rules we draft keep the decision with a person.
In most of the companies we work with, HR or L&D owns the adoption programme for every other function too. That changes what this track has to cover: alongside the HR use cases it includes what to look for when another team proposes a tool, how to read a participation report without mistaking completion for capability, and how to run the quarterly review so the policy does not quietly go stale.
Diagnostic, acceptable use policy, interactive tracks by function, adoption follow-up. The four steps work together, and the free 30-minute call scopes all of them.
See the four stepsAI training for HR and people teams
That is a question your policy answers, not a question with one right answer. A CV is personal data belonging to someone who did not choose your tooling, so the realistic rule in most companies is no for consumer accounts and a documented yes for an approved tool with the right contractual terms. The track teaches the reasoning so the rule is understood rather than memorised.
Short interactive lessons of 10 to 15 minutes each, spread over a quarter so people practise between them rather than sitting through one long day. The exact number of lessons comes out of the diagnostic and the scope you choose.
We flag that introducing a tool that affects how people work is usually a consultation topic and that you should raise it early, but we do not advise on the procedure. That is a question for your counsel and your own employee representatives.
We go through how your teams use AI today, what is missing to frame it, and what the first quarter would look like. You leave with enough to decide, whether you work with us or not.