Shape the AI-Ready Workforce
Senior HR leaders — CHRO, Chief People Officer, HR Director, VP People, or Head of People and Culture — who own people strategy and set HR policy. You are new to AI but expert in leadership and organisational change, and you need to lead AI transformation across both the HR function and the wider workforce.
Assess your organisation's workforce AI readiness and present a credible, board-ready picture to your CEO and executive committee
Design a workforce transformation strategy covering skills shifts, reskilling priorities, and role redesign
Use AI yourself with confidence for at least five strategic HR leadership tasks
Evaluate HR technology investments on substance rather than vendor hype, using the SCALE framework
Govern AI in the people function with proportionate policies that enable adoption instead of blocking it
Turn people data into forward-looking workforce intelligence while keeping every people decision under human judgement
Leave with a concrete 90-day plan to lead AI transformation across both the HR function and the wider workforce
Module by module, in the order they are assigned.
AI is moving HR from tool pilots to ownership of the workforce dimension, where boards ask which roles change, what skills matter, and how trust is protected. You leave able to place your function on the HR AI Readiness Spectrum and frame AI in strategic people terms.
Personal AI mastery matters because HR leaders gain credibility by applying AI to their own board papers, strategy proposals, people reports, briefings, and change communications. You finish able to use PRISM, review outputs with judgement, and build a reusable workflow for recurring leadership work.
Building an AI-ready workforce starts with task-level evidence, because HR leaders must protect trust while guiding roles through AI-driven change. You learn to assess task impact, prioritise responses, reskill for durable capabilities, redesign roles, and communicate commitments honestly.
HR AI technology decisions fail when vendor claims outrun evidence or when the HR team is not ready to use the tools. You learn to score investments with SCALE, sequence a practical roadmap, build team readiness, and position HR as the organisation’s AI enablement partner.
People analytics moves HR from backward-looking reports to workforce intelligence, while governance keeps high-stakes AI use safe for employees. You connect metrics to business decisions, validate insights with TRUST, set ethical boundaries, and design proportionate controls that build employee trust.
This final planning sequence turns HR AI clarity into a ninety-day leadership plan, because HR leaders need action dates, not more diagnosis. You leave with milestones across personal mastery, HR function transformation, and workforce strategy, plus first-week commitments you can start immediately.
The course closes with a timed final exam with a pass mark and a limited number of attempts. A pass issues a PDF certificate with its own serial, in the name of the Straits Institute for Applied AI. Cohort progress, at-risk learners and a CSV export are in the admin console throughout.
Yes. It assumes you are a beginner at AI but not a beginner at leadership, people dynamics, or organisational change, and it starts from that strength. No technical background is required — you learn to lead AI transformation, not to build the technology.
T2-20 is the operational layer — how your HR team uses AI for day-to-day tasks, and the course to put in your team's hands. This course is the leadership layer: the HR function's own adoption of AI plus the broader workforce strategy your organisation needs to stay competitive.
The course treats trust as a leadership responsibility. You learn proportionate governance, transparent communication, and the principle that AI informs people decisions while a human always decides them — so the people affected keep their dignity and their livelihoods are protected.
You learn a governance framework rather than a fixed checklist, anchored in the EU AI Act, EEOC guidance, Title VII, and GDPR, plus a principles-based approach to what AI can and cannot be used for in hiring, performance, and development decisions — so your policy adapts as the rules evolve.
Six modules of about one hour each, roughly six hours in total, delivered as self-paced video with a workbook. You can work through it module by module around an executive schedule.
A board-ready answer to the question 'what is our AI workforce strategy?' and a concrete 90-day plan covering skills, reskilling, role redesign, technology choices, and governance for both the HR function and the wider workforce.
AI Skills Every Education Professional Needs
Source, Screen and Hire Smarter with AI
Design Learning That Sticks with AI
Win More Deals with AI in Your Corner
Drive Revenue and Build AI-Powered Sales Organisations
Course libraries are assigned per user, team or department, and the reporting comes back to whoever has to answer for the programme. Tell us who needs it and we will show you the console.
