LABS · HR
Eight instructor-led HR Labs (180 minutes each), each covering two related HR workflows. Built for HR teams running hiring, employee relations, performance and growth, and rewards work.
HOW A LAB WORKS
01
180 minutes, cohort-based, no prerecorded video.
02
Use our sample HR data or your team's own anonymized data.
03
Each Lab leaves a working artifact and a codified Playbook your team keeps.
THE LABS
Eight Workflow Labs go deep on specific HR process areas, available privately or by waitlist.
Run the hiring funnel with GenAI from open role to signed offer.
01 · 1 SESSION · 3 HOURS
Turn role requirements into a defensible shortlist.
WaitlistInput → Draft → Approve
Turn hiring manager inputs into a clear role brief, approved job description, and must-have criteria pack reused across downstream hiring work.
Score → Compare → Shortlist
Apply structured screening to reduce bias, speed decisions, and keep evidence traceable when GenAI assists summarization and shortlisting.
Map → Question → Probe
Convert approved role requirements into structured interview questions, interviewer guidance, and evaluation prompts tied to must-have criteria.
Gather → Weigh → Recommend
Consolidate interview feedback into an evidence-backed debrief that captures agreement, unresolved concerns, and a clear hiring recommendation.
Target → Message → Adapt
Create recruiter outreach, channel copy, and employer-brand variants tailored to approved role requirements and candidate audiences.
Draft → Align → Negotiate
Draft offer emails and manager talking points from final interview recommendations, compensation inputs, and hiring-risk constraints.
Onboard new hires, handle relations cases, and keep policy current.
Summarize → Separate → Escalate
Summarize background-check findings and hiring-risk signals, separating confirmed issues from follow-up items before final hiring action.
Plan → Welcome → Align
Create role-specific onboarding plans, welcome communications, and early milestone schedules that align HR, managers, and new hires.
Cite → Risk → Resolve
Summarize employee-relations cases, cite relevant facts, and highlight practical and compliance risks for clearer escalation and next-step options.
Review → Redline → Approve
Review current policy language, redline updates, and prepare approval-ready handbook changes with clearer rationale.
Connect performance evidence to growth plans and advancement calls.
Frame → Compare → Narrate
Frame role expectations, compare performance evidence to goals, and draft balanced review narratives that support development conversations.
Gap → Prioritize → Plan
Translate performance gaps and role aspirations into targeted learning plans with practical capability-building actions.
Extract → Compare → Explain
Extract promotion evidence, compare cases consistently, and explain calibration outcomes before decisions are finalized.
Map → Assess → Recommend
Frame critical-role continuity needs, compare successor readiness, and recommend actions that turn capability signals into a usable bench view.
Tie reward decisions to performance, equity, and engagement signals.
Extract → Benchmark → Explain
Extract compensation and performance inputs, compare them to benchmarks and internal equity signals, and explain recommended adjustments.
Frame → Compare → Act
Frame the engagement problem, compare survey signals across teams and themes, and recommend targeted actions beyond a descriptive report.
Tell us about your HR team and we’ll come back with a cohort fit, dates, and how the founding cohort works.