Hire, Develop and Lead Your Team with AI
Practising people managers — team leads, line managers, department heads, and newly promoted or experienced managers — who are directly responsible for hiring, onboarding, developing, and managing the performance of direct reports, with or without formal HR support. No extensive prior AI experience is needed; basic use of AI for writing or research is enough. The course takes the line manager's view rather than the HR function's: senior leaders working at an organisational level should start with AI+ Managers (T1-05), and HR governance and employment law sit in AI+ HR Professionals (T2-20).
Apply the HIRE Protocol to design and run an AI-assisted hiring process that is structured, evidence-based, and fair — while you make every screening and hiring decision.
Build a 90-day onboarding plan with AI that gets new starters productive faster instead of leaving them flailing for months.
Run 1:1s with the PULSE Framework so every conversation covers performance, wellbeing, and development instead of drifting into a status update.
Prepare and hold development conversations that produce a real plan you both hold, distinct from the performance review.
Surface performance concerns early and prepare for the conversation with the GROUND Protocol, before an issue festers into a formal process.
Apply the HR AI Safety Protocol and the People Data Risk Classification to protect employee data before any AI-assisted people task.
Sort your people tasks with the AI Opportunity Matrix and the Augmentation Ladder so you know where AI helps and where human judgement must stay in charge.
Walk into every people management conversation prepared rather than improvising, spending less time on administrative burden and more on the conversations that matter.
Module by module, in the order they are assigned.
This opening section separates useful AI support from unsafe delegation for managers responsible for hiring, onboarding, 1:1s, development, performance, and culture. You finish able to map lifecycle value, sort tasks with the AI Opportunity Matrix, and keep Protect decisions human.
AI-assisted hiring needs structure because poor hires usually trace to vague success definitions, unstructured interviews and inconsistent scoring, not a single bad judgement call. You apply HIRE to define success, design capability tests, screen consistently and document a human decision.
AI-assisted onboarding turns a good hire’s first 90 days from a week-one scramble into a structured route to productivity. You build a role-specific plan, documentation pack and human touchpoints, then apply TRUST and Tier 2 data habits before adapting for remote starters.
Effective 1:1s and development conversations turn routine contact into the manager's rhythm where signals, trust, and growth surface for every team member. You prepare with PULSE, use AI without surrendering judgement, separate performance from development, and produce IDPs that stay alive in check-ins.
Performance issues become costly when managers notice early, hope, hint, and document late; this module turns that pattern into proactive weekly practice. By the end, learners use GROUND, TRUST, factual notes, and safe anonymisation to prepare early conversations and know when HR owns the formal steps.
People data safety turns AI use from good instinct into disciplined practice for managers handling health disclosures, performance records, candidate data, and confidential concerns. You classify risk, choose the right tool, protect sensitive facts, and leave with a 30-day plan built around one repeatable habit.
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.
No. If you have used AI for writing or research at a basic level, you have everything you need. If you have not started yet, AI+ for Everyone (T1-01) gives you the foundation, but it is not a prerequisite for the practical work here.
You are right about the human part — the conversations, the judgement, and the trust stay with you. Where you may be wrong is what preparation and structure AI can provide. AI does the drafting and scaffolding so you walk in prepared; it never replaces the human decision.
Only with care, and that is exactly what the course teaches. The People Data Risk Classification sorts information into three tiers — no Tier 1 data (health, disciplinary records, salary, formal performance files) should ever enter a public AI tool, and Tier 2 data is anonymised first. The HR AI Safety Protocol is applied before any AI-assisted people task.
No. Every framework in this course keeps the human deciding. In the HIRE Protocol, humans make every screening decision and no AI tool makes a hiring decision. AI prepares the material — the success profile, the interview questions, the draft opening — and you make the call.
The aim is the opposite. People management competes with delivery work, so the course uses AI to cut the preparation and administrative burden, giving you back time for the conversations that actually matter. You end up better prepared, not busier.
It takes the line manager's view — the person responsible for hiring the right people, onboarding them, running 1:1s, and managing performance while also delivering work. The HR function's perspective on governance, employment law, and workforce planning is covered in AI+ HR Professionals (T2-20); senior leaders working at an organisational level should start with AI+ Managers (T1-05).
Align, Influence and Communicate Across Every Level
Craft Narratives That Move People
Create Learning Experiences That Work
Lead Transitions That Actually Stick
Prepare Smarter, Win More, Leave Less on the Table
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.
