🧭 Playbook

Days 1–30

• Inventory AI in HR and in the workforceList every AI tool and feature used in HR (including those switched on inside HR suites) and the AI tools employees use, with owner, data, purpose and whether it affects decisions about people.
• Draft the employee AI use policyUse the AI policy kit to draft a policy, FAQ and manager talking points; agree approved tools and data rules with IT, security and legal.Open →
• Brief the executive teamPresent the people side of AI: CHRO priorities, the HR budget reality, the roles most likely affected and how you propose to use AI savings.
• Map AI hiring laws to your hiring locationsList where you hire, the AI hiring tools used there and the rules that apply (NYC LL144, Illinois, EU AI Act); assign an owner.

Days 31–60

• Map tasks for your five largest rolesRun the workforce impact mapper with managers and employees: tasks, hours, exposure and capacity freed.Open →
• Set the hiring-AI gateRequire bias audit evidence, notices, human review and contract terms for every tool that screens, scores or ranks people.
• Launch one HR AI pilot with a baselinePick a low-risk, high-value use (for example the HR service desk) and record the baseline: volume, time, accuracy, satisfaction.Open →
• Launch the policy with managers firstBrief managers with talking points and the FAQ, then publish the policy company-wide and open the help channel.

Days 61–90

• Run the first AI pulse surveyAsk about weekly AI use, confidence (1–5) and concerns; log the results in the pulse tracker and share the top actions.Open →
• Draft reskilling and redeployment plansFor roles with significant capacity freed, propose upskill, redeploy, hire or reduce, with target roles and budget.
• Publish the first people-and-AI scorecardOne page for the executive team: adoption, capacity freed and its use, reskilling, fairness checks and sentiment.
• Take the readiness assessmentScore your organization across the ten domains and use the gaps to set the next quarter's priorities.Open →