Published tools from the AI-for-HR practice. Start with what Claude actually does for HR work, then the four decisions that get it adopted on Team — the data, the plan, the cost, the rules. Use them. Bring me the parts that don’t fit your team.
Start with what Claude does for HR work, then the reality check — and the four decisions: classify the data, confirm the plan (it’s Team), model the cost, write the rules.
The desire-first tour: the surfaces Claude meets HR work on — inside Excel, Word, and PowerPoint, in Cowork, and across your connected docs — each mapped to a real HR job. See it before you weigh the objections.
The myth-buster. What actually has to be true before Claude is safe, approved, and adopted — and which of the scary-sounding objections dissolve on inspection.
The worksheet. Sort every data type into Open and Sensitive, and scope covered-entity health-plan data out — so most of the “we can’t use AI” objection disappears at step one.
For an HR team it’s Team — self-serve, live the same day, and it already includes SSO, central admin, and spend caps. Enterprise is the company-wide / compliance case, and that’s IT’s call.
Interactive: edit the seats and the Standard/Premium split and the totals update live, then export to Excel or CSV. Team bundles usage per seat, so the number is predictable — Finance’s answer, in advance.
A plain-language AUP with the surface map and the admin-visibility disclosure — what employees may do, where, and what the company can see. Tell the workforce up front.
When the path surfaces a real edge — which surface to use, getting Finance and Legal to sign off, or the one case (genuine PHI) that becomes IT’s call — these go one level down.
A signed BAA doesn’t make every Claude surface compliant. One table: each surface by BAA coverage, training, and admin visibility.
The sign-off to adopt AI for your HR team: what Finance, Legal, and IT each need to say yes — and why Team already answers most of it.
For the narrow set that’s genuinely HIPAA-PHI: the two covered paths — HIPAA-ready Enterprise for chat, AWS Bedrock for builds — and the surfaces to never use.
More resources are on the way for the Total Rewards and HR Systems practices. Short frameworks publish here as they go out on LinkedIn.
These frameworks are general by design. Your company has the specifics — the data nobody can classify, the plan that doesn’t quite fit, the gatekeeper who won’t move. That’s the Sprint, or a project.