As CHRO, you have two simultaneous roles in AI: deploying AI in HR workflows, and building org-wide AI capability through hiring and training. Both matter; the second is the bigger strategic lever. Here is the playbook.
1. Recruiting acceleration. See how to use Claude for recruiting. With explicit bias guardrails.
2. Performance review acceleration. See how to do performance reviews with Claude.
3. Policy and handbook drafting. See how to write employee handbooks.
4. Comp benchmarking. See how to do comp benchmarking.
5. Talent development planning. See how to do talent development planning.
1. Resume screening bias. AI models can perpetuate biases from training data. Use explicit bias guardrails in screening prompts.
2. Performance review consistency. AI-drafted reviews can drift toward sameness — losing the specific feedback employees need.
3. Compensation decisions. AI helps benchmark; humans decide. Never let AI auto-decide pay.
4. Termination decisions. Always human. AI may surface flags; humans evaluate and decide.
1. Hiring AI-fluent talent. Add to interview process across functions. The AI-fluent hire is a structural advantage.
2. Training existing team. Quarterly AI training cohorts. Not optional anymore.
3. Retention of AI-fluent employees. They are increasingly being recruited away. Compensation and growth path matter.
4. Performance criteria evolution. What "great" looks like in many roles is shifting because AI changes capacity. Update review criteria.
— Bill Colbert, Treetop Growth Strategy