You still need the subject-matter expertise. Claude amplifies the execution. I help HR teams put it to work on the jobs that actually eat their week.
I built and shipped this entire site with Claude — static HTML, no framework, no developer.
I build Claude against the work that consumes your HR team’s hours — turning a pile of HR data into an executive-ready story, running the math and rationale on every offer, cleaning the HRIS export nobody trusts, getting policies and JDs out the door. It’s HR-team-scoped, not an org-wide IT rollout: I’m not deploying Claude to 300 people across seven functions — I’m giving your team back the hours this work costs today.
The edge is knowing those workflows from the inside. I led global compensation for $760M+ in total direct compensation across 7,800 employees at Lucid Motors, and ran HR operations and total rewards through a nine-country public-company merger at Orthofix. I know where AI saves real hours — and where it quietly creates risk. A consultant who has never run a comp cycle or reconciled an HRIS can’t tell the difference.
Claude is the tool. The judgment about what to build, and what not to, is the practice.
Many HR teams already do — Copilot in Microsoft 365, maybe ChatGPT — and a blank chat box to go with it. The seat was never the hard part. The work here is Claude built against your real data, templates, and leveling framework: the actual job done, with the guardrails — plus the working tools and scheduled reports a sidebar assistant doesn’t give you.
Claude isn’t one app — it’s a set of surfaces, from Excel and Word to chat and an agent that runs multi-step projects. A Skill sits above them: encode a repeatable HR process once, and your team runs it the same way across the surfaces they already use. Everything below runs on the Team plan; a couple are still beta or preview, flagged on each card. Keep genuine PHI out of these surfaces.
A Skill is a packaged process Claude loads on demand to do one HR task consistently — JD generation tied to your leveling framework, offer-analysis math, merit-cycle comms, board-report formatting. You build it once through a guided creator (no coding), share it across your team on the Team plan, and everyone gets the same output every time — across the surfaces your team uses every day: chat, Cowork, Excel, Word, and more.
Where you start: ask across your HR docs, draft, and summarize — and a Project holds your handbook as standing context for every answer.
Not a chat window — a workspace. It works in your actual folders, reads many documents at once, and pulls org context from your historical files to build what you need end to end: a merit-comms package, a board pack, a full open-enrollment kit.
Pulls context from Drive, Gmail, Calendar, GitHub, Microsoft 365, and Slack directly, so you don't copy-paste.
Build and audit comp models, headcount plans, and pay-equity checks right in the workbook.
Draft offer letters, policies, and job descriptions; redline handbook language in place.
Build leadership people-metrics decks and open-enrollment presentations from the data you already have.
For HR-ops analysts: light HRIS scripting, data-file cleanup, and automation. Ships on every Team seat.
Recurring runs on a schedule — a weekly people-metrics report, or a pre-payroll data check that catches dirty records before they cause pay errors. Pulled for you, not by you.
Describe a tool and Claude builds it — a comp-band calculator, a headcount-and-attrition dashboard — shareable at a link your team opens and edits. Not a static spreadsheet emailed around.
None of this is a stack of apps to evaluate one by one — it’s one Claude Team workspace met where HR already works, and a Skill makes your team run it the same way across all of it.
Each build targets a specific job an HR team already does — and bridges into the other two practices.
| HR time-suck | The Claude build | Bridges to |
|---|---|---|
| Board & leadership reporting | HR data → a written, board-ready people-narrative: walk into the meeting with the story, not just a chart dump — built in an hour, not a day. | HR Systems |
| Offer analysis & justification | Tooling that runs the offer math and drafts the candidate-facing rationale for TA. | Total Rewards |
| Dirty HRIS data | Reconcile and anomaly-check HR data on an ongoing basis, not just at migration. | HR Systems |
| Writing & leveling job descriptions | A JD generator tied to your leveling framework — consistent, on-band JDs in minutes. | Total Rewards |
| Annual merit comms | Manager talking points, FAQs, and letters generated for the whole cycle. | Total Rewards |
| Tribal knowledge & SOPs | Turn how-we-do-X into documented runbooks before the person who knows leaves. | People Ops |
| Reports nobody has time to pull | A weekly people-metrics report or a pre-payroll data check that runs on a schedule — ongoing monitoring, not a one-time cleanup. | HR Systems |
A Sprint bundles two or three of these against your real work. The result is hours returned to your team — and a team that can keep building after I leave.
I won’t build an employee-facing HR assistant that answers LOA, FMLA, ADA, or benefits-eligibility questions unsupervised. A confident wrong answer harms an employee and creates liability for the company. Anything legally sensitive is configured to flag and escalate to HR or legal, with a human in the loop before a reply goes out.
The same line holds on the everyday work, not just the legally sensitive cases: Claude drafts the offer letter; the comp logic, the band, and the number are yours. It audits the spreadsheet; whether the pay-equity finding is actionable is your call. The expertise stays with the HR team.
An AI shop without HR judgment will happily ship the reckless version — an always-on bot that sounds authoritative and is sometimes wrong. I won’t. The licensing is HR-team-scoped anyway, so an org-wide employee bot isn’t the fit; the point is that I wouldn’t build it even if it were.
This is the protection you’re buying. Knowing where the legal landmines are — and building around them — is the difference between AI that helps HR and AI that creates a problem HR has to clean up.
The platform is quick and safe to stand up — and that’s deliberately not where the work is. The build is.
On the Team plan, your content isn’t used to train Claude’s models — by default and in the contract. That default only flips on the personal consumer plans. For the rest of IT and Legal’s questions, a Sprint produces a data-governance SOP — the same shape as the approval kit and data-classification framework in the library.
No procurement cycle, no IT project. Team is self-serve: sign up → add your team with SSO → set spend caps. You can be live this afternoon.
A 13-person HR team — say 10 Standard and 3 Premium seats — runs about $500 a month, roughly $6,000 a year (about $38 a seat): the whole platform, bundled and predictable. Open the full calculator →
That gets you the platform. Turning it into the tools your team uses every week — built into your data, with the guardrails — is the Sprint.
The Sprint is $12,000 fixed — $9,000 for orgs under 50 staff or nonprofits. Full pricing lives on the Engagements page.
The Sprint stands on its own — it doesn’t have to be the last time we work together. Some teams keep me on a monthly retainer, so the builds stay current as your HR work evolves — across hiring, onboarding, comp, policy, and the HRIS underneath. Others bring me back on-call when a specific question lands. You own the work either way — I’m there when it helps.
I don’t describe what an HR operator can build with Claude. I built it and put it where you can use it.
Static HTML and CSS, no frameworks, deployed on Cloudflare — built by one HR person with Claude Code.
Decision guides, frameworks, and worksheets — the same artifacts a Sprint produces, written out and free to read.
Edit the assumptions, watch the totals update live, export to Excel. A working example of a Claude-built HR tool, not a screenshot.
Bring the work that’s eating your team’s week — the board deck, the merit cycle, the HRIS cleanup. We’ll find where Claude is a real fit, where it isn’t, and which two or three builds are worth doing first.