// FUNCTIONS / HUMAN RESOURCES

AI your people team would stand behind.

HR can't accept a confident answer that’s wrong for the employee in front of you. Our HR programs are built on one standard: every answer traces to approved policy, sensitive data stays protected, and decisions about people stay with people.

FROM OUR WORK

A professional-services firm brought Flatiron in to design and run its AI Accelerator. Every new hire goes through it, so AI capability is part of how the firm onboards its people.

Ask about HR programs →
// PHOTO PLACEHOLDERHR business partners working through a policy-guidance exerciseWide photo, 1320×520 · /photos/function-hr.jpg
Colleagues in discussion around a conference table with laptops

The work we train on

Recurring HR work, made consistent.

  1. 01Policy interpretation and manager guidance
  2. 02Job descriptions, interview guides and hiring support
  3. 03Onboarding plans and internal communications
  4. 04Engagement-survey and attrition analysis
  5. 05Performance-cycle and calibration preparation

One use case, three labs

Manager policy guidance, from idea to production.

01
Leadership Lab

Decide where AI belongs in HR

The CHRO’s team identifies where AI improves manager enablement and HR service delivery, draws the line where human judgment stays primary, and picks manager guidance as a 90-day priority.

HR service map and 90-day goals

02
Activation Lab

Build a guidance skill

HR business partners package a skill that asks for missing facts, cites the applicable approved policy, drafts consistent guidance for managers, and flags when HR or counsel must step in.

Tested skill, shared with the team

03
Builder Lab

Match every question to the right person

An intake workflow applies permissions, separates routine questions from sensitive cases, drafts a response, and sends judgment calls to a human reviewer.

Pilot workflow with baseline vs. pilot results

// HOW WE JUDGE THE WORK

Graded against an HR rubric, not a completion bar.

Every skill and workflow is tested against normal cases, edge cases and known failure modes before it's shared: conflicting policies, regional variations, small teams, missing data. We test for the failures HR can’t afford: wrong policy stated with certainty, and bias in language or advice.

Policy accuracy
Answers match current, approved policy
Source lineage
Every claim traces to a policy or approved dataset
Confidentiality
Employee data stays protected and anonymity holds
Fairness
Consistent treatment and inclusive language across groups
Human oversight
Decisions about people stay with people
Reviewer effort
Less time checking, not more

Who's in the room

A builder and an HR leader, teaching together.

Technical instructor
Experienced with skills, projects, spreadsheets and enterprise connectors in your platform. Runs the labs and troubleshooting.
HR practitioner
An HR business partner, people-analytics leader or HR-transformation practitioner, with an employment-law or privacy specialist as needed. Checks the work the way your HR and legal reviewers will.
Your team
Legal, privacy, HR systems and AI governance step in where their approval is needed.

Start with your HR leadership team.

A Leadership Lab configured for HR: four hours, your problems, a 90-day plan.

Book a Leadership Lab