The people team that runs on AI.
The HR job isn't disappearing — it's being handed to whoever can screen faster, write sharper, and answer policy in seconds. This track turns you into that hire: the recruiter or people-ops person who runs on AI while the rest of the pile still copies job descriptions off the internet.
Volumes to read.
Four volumes: the fundamentals, the workhorse, the automation layer, and the capstone you demo.
AI Foundations
Start from zero: what AI is and how to ask it well.
Productivity
Hand your everyday busywork to AI and get hours back.
AI Agents
Build an AI that acts on a schedule, not just answers.
JARVIS
Your own AI second brain, wired to your real work.
In 2026, "good with people" isn't enough.
HR was one of the first functions AI walked into — because so much of it is text. Screening résumés, writing job ads, drafting policies, answering the same handbook question for the fiftieth time: all of it is now something a well-prompted AI does in a fraction of the time. That's not a threat to your job. It's the new baseline for getting one.
Hiring managers building out a people team in 2026 assume you can already do this. The candidate who says "I use AI to shortlist and draft" beats the one who lists "proficient in MS Office." You don't need to code. You need to prove you can point AI at real HR work and get a clean, usable result.
One posting pulls hundreds of applications now — many AI-written. Screening by hand no longer scales. Teams want people who can triage with AI without missing the good ones.
"Can use AI tools" now sits in HR job specs next to ATS experience. It's a checkbox employers actively look for — and most applicants still can't tick it honestly.
The person who drafts a policy in 10 minutes instead of a day frees the team for the human parts — interviews, culture, hard conversations. That's the HR they promote.
Six AI moves every HR team wants.
Not "learn AI" in the abstract — these are the specific, day-one tasks you can walk into an interview and say you can do. Each one is a normal HR job, done with AI holding the pen.
Résumé screening & shortlisting
Feed AI a job spec and a stack of CVs and get a ranked shortlist with reasons — must-haves met, gaps flagged, red flags surfaced — so you spend your time on the top 10, not all 300. You stay the judge; AI does the sorting.
Prompt → "Score these 20 CVs against this JD 1–10, list must-haves met/missing for each, and flag anyone worth a call."
Sharp job descriptions
Turn a messy hiring-manager brief into a clear, inclusive, keyword-right job ad that attracts the right people and screens out the wrong ones — in your company's voice, not a generic template. Draft, tighten, done in minutes.
Prompt → "Write a JD for a mid-level accountant, Dubai, hybrid. Inclusive language, clear must-haves vs nice-to-haves, no jargon."
Policies & handbooks
Draft leave, remote-work, conduct and grievance policies from a short prompt — then have AI check them for tone, gaps, and plain-English clarity so staff actually read them. You review and localise; AI does the heavy first draft.
Prompt → "Draft a remote-work policy for a 40-person UAE company. Cover hours, equipment, security. Friendly but firm."
Onboarding checklists
Generate a role-specific 30/60/90-day onboarding plan, a first-week schedule, and a welcome pack — tailored per hire — so new starters feel looked-after and nothing gets forgotten. Consistent onboarding without the copy-paste.
Prompt → "Build a 30/60/90 onboarding plan for a sales rep: accounts, training, check-ins, and who they should meet."
Interview question banks
Build structured, competency-based interview kits — behavioural questions, follow-ups, and a scoring rubric — mapped to the actual role, so every candidate gets a fair, comparable interview. Better hires, defensible decisions.
Prompt → "Give me 8 competency-based questions + scoring rubric for a customer-service hire. Include probing follow-ups."
Engagement survey read-outs
Paste hundreds of open-text survey comments and get themes, sentiment, standout quotes, and a short action list for leadership — the analysis that used to eat a whole afternoon, in one pass. Signal, not a spreadsheet.
Prompt → "Summarise these 200 survey comments into top 5 themes, sentiment per theme, and 3 actions I can take this quarter."
The route from zero to job-ready.
Four steps. Start with the free foundation, build the productivity muscle HR lives on, learn to automate the repetitive stuff, then capstone with your own HR second-brain. Each links straight to the course.
- AI Foundations Free
How AI actually works and how to talk to it so it does what you mean. The base every HR task above is built on. Start here even if you've never opened ChatGPT.
- Productivity Core
The workhorse volume for HR: turning docs, spreadsheets, résumés and messy notes into finished work fast. This is where screening, JDs, policies and survey read-outs become second nature.
- AI Agents Build
Go from one-off prompts to set-and-forget: an onboarding flow that fires when a hire is confirmed, an inbox that pre-drafts replies to routine staff questions. The step that makes you look senior.
- JARVIS — the capstone Capstone
Tie it all together into one AI second-brain that already knows your policies, roles, and people. This is the project you show an employer — proof you don't just "use AI," you built something with it.
See the full catalogue and every volume on the courses page →
Build one thing that wins the interview.
Talk is cheap and everyone claims "AI skills" now. What lands the offer is a thing you can open on your laptop and demo. Here's the one to build.
The "HR Brain" — a policy assistant in your company's voice
An AI you've loaded with a company's handbook, policies, and standard answers, so it responds to any staff question — "How many annual leave days do I get?", "What's the notice period?", "Can I work from home on Fridays?" — instantly, accurately, and in the tone HR would actually use. It's a self-serve help desk that takes the repetitive questions off the team's plate.
Load a handbook, leave policy, and a page of FAQs into a context file — real or a realistic sample. This is the memory.
Prompt it to answer only from that context, stay in a warm-but-professional HR voice, and say "check with HR" when it's unsure.
Fire 10 real staff questions at it in the interview. Watching it answer beats any bullet on a résumé.
Be the HR hire who already knows AI.
Two steps to job-ready: put your AI skills on paper with a CV tuned for people & recruiting roles, then build the HR Brain that proves them. Do both this week.