AI in the HR function, done with method.

The problem we see

Pilots launched without a framework, tools bought for one team and never adopted, HR data that cannot be used, and a legal question that arrives too late. The result: time spent, little measurable value and wary teams.

What we do

• Audit of current HR uses and of tools already deployed
• Mapping of use cases by value and by risk
• Assessment of HR data maturity and HRIS quality
• AI governance framework: roles, approvals, traceability
• Review of AI Act obligations for systems used in recruitment and evaluation
• Awareness programme for HR teams and managers on responsible use

1. 1

   Diagnosis

   Interviews with the HR director, managers and operational teams; review of tools and data. Deliverable: a map of uses and risks.

2. 2

   Prioritisation

   Selection of four to six use cases by value, feasibility and risk level. Deliverable: a 12 to 18-month roadmap.

3. 3

   Supervised pilot

   One first use case run with indicators defined in advance and a steering committee.

4. 4

   Scale and handover

   Rollout, training and transfer to an internal owner. We remain available for targeted support.

What you get

• An AI roadmap approved by executive management
• Written governance and usage rules for teams
• One or more measured use cases in production
• HR teams able to run AI without us

For whom

HR directors who want to move on AI without turning it into a collection of experiments. Best suited to organisations of more than 500 employees that already run an HRIS.