AI for Human Resources
People decisions worth defending. HR workflows worth trusting.
Two tracks — one day. For CHROs and HR leaders (decisions), and for managers, HRBPs, recruiters, HR ops, and analysts (workflows).
Most “AI for HR” events teach faster JDs. This one goes further — into the high-stakes people decisions where AI is both most valuable and most dangerous. Track 1 (leaders) covers hiring, performance, retention, and workforce-risk governance. Track 2 (practitioners) is a hands-on workshop on daily HR workflows — hiring, reviews, engagement, HR ops, and people analytics. Every example is Indian HR reality; every framework is yours to keep.
Built for Indian HR reality acrossBFSI · IT Services · Manufacturing · Retail · Startups
Two audiences · one day
Leaders make decisions. Practitioners run workflows.
We split the day into two tracks so each audience gets content built for their room — not a compromise that serves neither.
Track 1
AI in People Decisions
Hiring, performance, retention & workforce risk in the AI era.
A leadership session on where AI belongs in high-stakes people decisions — and where human judgment, evidence, fairness, and governance must remain central.
Ideal audience
- →CHROs and HR Directors
- →VP HR / Head of HR
- →Talent Acquisition Heads
- →L&D Heads
- →People Analytics Leaders
- →HR Business Partner Leads
Signature framework: People Decision Risk Matrix
Track 2
AI for HR Workflows
Practical AI workflows for hiring, performance, engagement, HR ops, and people analytics.
A hands-on workshop for HR practitioners on daily workflows — with templates, prompt packs, and safe-use rules you can apply on Monday morning.
Ideal audience
- →HR Managers and HRBPs
- →Recruiters and TA specialists
- →L&D managers and instructional designers
- →HR Operations and shared-services teams
- →People analytics analysts
- →Employee engagement teams
Signature framework: Draft → Check → Human Review → Document
Track 1 · For leaders
What AI in People Decisions delivers
Outcomes for the HR leadership team — decisions worth defending, governance worth publishing, and clarity on the human-only zone.
For CHROs
A clear map of what to automate, augment, avoid
Every HR use case scored on productivity value vs. decision risk — the People Decision Risk Matrix in your pocket.
For HR Directors
A defensible AI governance stance for the people function
Policy stack, escalation rules, and board reporting cadence — the enterprise governance loop applied to people decisions.
For Legal, Compliance & DPO
POSH, bias, privacy, and DPDP guardrails
Where India's DPDP Act, POSH obligations, and international bias frameworks meet AI-assisted people decisions — with actionable rules for your team.
For CEOs & Boards
Employee trust preserved. People-risk visible.
How to adopt AI in the people function without eroding culture — plus a board reporting rhythm that keeps risk out of surprise territory.
For Workforce Planning Leaders
Scenario planning without dangerous shortcuts
Where AI helps model workforce scenarios (attrition, reskilling, restructuring) — and where blind ranking or automated exit decisions are legally and ethically indefensible.
For every HR leader
Clarity on what AI must NOT touch
Final hiring, termination, promotion — the human-only zone that AI can inform but not decide. An explicit list you can hand to your team.
Track 2 · For managers & analysts
What AI for HR Workflows delivers
Outcomes for the practitioners doing daily HR work — reusable templates, safe-use rules, and prompt patterns for every core workflow.
For recruiters & TA teams
Structured hiring — faster and fairer
JD → scorecard → interview guide → candidate evidence summary. The hiring-lab pattern you can use next Monday, with bias checks built in.
For managers & HRBPs
Feedback that turns subjective into evidence-based
Performance reviews, coaching plans, and PIP support that structures manager complaints into documented evidence. Human judgment stays central.
For L&D & engagement teams
Survey themes and action plans — without surveillance
Aggregate and anonymised sentiment analysis, theme clustering, and manager action plans. No employee-level scoring, no message monitoring.
For HR Operations
Policies, onboarding, and helpdesk that scale
Policy summaries, onboarding checklists, HR ticket triage, and FAQ assistants — the operational workflows that consume most of HR ops' time today.
For People Analysts
HR data → executive-ready narrative
Monthly dashboards, attrition explanations, funnel summaries, training feedback — turn analytics into leadership memos that actually get read.
For every HR practitioner
The signature loop: Draft → Check → Human Review → Document
Every AI-assisted HR workflow follows this pattern. Simple, memorable, and defensible in front of your CHRO, your legal counsel, or an employee dispute.
These are outcomes AI can enable for an HR team — with existing tools, over thoughtful adoption. What you leave with is the framework, the prompt library, and a 30-day plan to pursue any of them.
Three frameworks · Yours to keep
The signature IP you walk out with
Most AI HR content is tips-and-tools. Ours is frameworks — memorable, teachable, and defensible.
Signature IP · Track 1
People Decision Risk Matrix
Every HR use case scored on two axes — productivity value and decision risk — with a recommended AI role. Automate low-risk admin. Assist medium-risk workflows. Avoid high-stakes final decisions.
Cross-track framework
Automate / Augment / Avoid
Three verbs your team will remember. Automate the boilerplate. Augment the judgment-heavy workflows. Avoid final calls on people's livelihoods. Simple, defensible, teachable.
Signature IP · Track 2
Draft → Check → Human Review → Document
Every AI-assisted HR workflow follows this pattern. AI drafts. You check for bias, evidence, missing context. A human makes the judgment. You document rationale and final decision. Defensible in front of your CHRO, legal counsel, or an employee dispute.
Where HR sits in the enterprise loop stack
HR is a Loop 4 function.
Andrew Ng's three loops cover product development. AI Guru adds a fourth for enterprise adoption — governance, policy, audit, and board reporting. HR sits squarely inside Loop 4 for every people-related AI decision. This event teaches you how to run it.
Read the full framework →
What most AI HR events skip
What HR should NOT automate
Serious HR leaders know the danger. We name it explicitly and give you the language to hold the line — with your CEO, your board, your vendors, and your team.
- ✕Final hiring decisions
- ✕Final termination decisions
- ✕Automatic candidate rejection without human review
- ✕Hidden employee scoring or ranking
- ✕Manager surveillance or message monitoring
- ✕Promotion decisions based only on AI summaries
- ✕Sentiment-based employee risk scoring without context
- ✕Health, family, or personal-data inference
- ✕Black-box performance ranking
- ✕Blind workforce restructuring or layoff ranking
This is not a compliance lecture. It's a set of specific things AI must not do in the people function — with the reasoning your team, your vendors, and your board can understand.
Built for Indian HR reality
Not Silicon Valley HR content translated to English
Global AI HR content is generic. Ours is grounded in the HR patterns that dominate the Indian workplace.
Campus hiring & walk-ins
Volume recruitment patterns unique to Indian engineering and management pipelines.
IT services & BPO attrition
The 20–30% annual attrition reality — where AI helps analyse, and where it can't decide.
Resume inflation & moonlighting
How AI helps triage evidence, where verification must remain human.
POSH & workplace safety documentation
AI-drafted policy support with mandatory human-legal review before publication.
Hindi & regional-language employee comms
Multilingual employee communication without hiring extra communications staff.
Blue-collar & frontline hiring
AI support for the higher-volume, structured hiring flows that dominate manufacturing and services.
How the outcomes are delivered
Two agendas · Four hours each · Same day
Both tracks are hands-on. Track 1 is discussion-heavy for leaders; Track 2 is workflow-lab heavy for practitioners.
Track 1
AI in People Decisions
| 0:00–0:20 | Why AI in HR Is Not Just Automation |
| 0:20–0:55 | Hiring Decisions: From JD to Interview Evidence |
| 0:55–1:30 | Performance & Exit Decisions: Where AI Helps, Where It Must Not Decide |
| 1:30–1:45 | Break |
| 1:45–2:25 | Scenario Lab: Fix a Broken Hiring or Performance Workflow |
| 2:25–3:00 | People Decision Risk Matrix: What to Automate, Assist, or Avoid |
| 3:00–3:30 | 90-Day HR AI Adoption Roadmap |
| 3:30–4:00 | Panel + Q&A: How HR Should Lead AI Adoption Without Losing Trust |
Track 2
AI for HR Workflows
| 0:00–0:20 | How AI Is Changing Daily HR Work |
| 0:20–1:05 | Hiring Workflow Lab: JD, Scorecard, Interview Guide, Candidate Summary |
| 1:05–1:40 | Performance Workflow Lab: Reviews, Feedback, Coaching & PIP |
| 1:40–1:55 | Break |
| 1:55–2:30 | Engagement & Retention: Surveys, Themes, Action Plans |
| 2:30–3:05 | HR Ops: Policies, Onboarding, Employee Communication & Helpdesk |
| 3:05–3:35 | People Analytics: Turning HR Data into Useful Narratives |
| 3:35–4:00 | Safe Use Checklist + Q&A |
What attendees take away
Templates, prompts, and frameworks you can use next week
Track 1 · Leaders
- ✓People Decision Risk Matrix template (your IP after the session)
- ✓HR AI Trust Stack framework
- ✓Automate / Augment / Avoid decision guide
- ✓HR AI policy starter checklist
- ✓Vendor evaluation checklist for AI HR tools
- ✓90-day HR AI adoption roadmap
- ✓Board reporting template for HR AI risk
- ✓What-NOT-to-automate list for your team
Track 2 · Practitioners
- ✓JD improvement template
- ✓Role scorecard template
- ✓Interview guide template
- ✓Candidate evidence summary template
- ✓Performance review evidence checklist
- ✓Coaching & PIP prompt templates
- ✓Employee survey analysis prompt pack
- ✓HR policy summary template
- ✓Safe AI use checklist for HR practitioners
- ✓Draft → Check → Human Review → Document flow
Format & pricing
Two tracks · Same day · Pricing in progress
Pricing is being finalised for both tracks as partner conversations lock. Register your interest and we'll share pricing and dates when they confirm.
Track 1 · Public
AI in People Decisions
Leadership session · 4 hours · Pricing TBD
- ✓Discussion-heavy leadership format
- ✓People Decision Risk Matrix takeaway
- ✓90-day HR AI adoption roadmap
- ✓Board reporting template
Track 2 · Public
AI for HR Workflows
Practitioner workshop · 4 hours · Pricing TBD
- ✓Hands-on workflow labs
- ✓Full HR AI prompt pack
- ✓Templates for hiring, reviews, ops
- ✓Draft → Check → Human Review → Document
Corporate / Association
Host at your organisation
Custom · one or both tracks
- ✓On-site at your HQ or venue
- ✓Adapted to your industry & policies
- ✓Team-level pricing available
- ✓Follow-on implementation optional
Host this workshop
For HR industry bodies, corporates, and consulting firms
Partner conversations are open for the New Delhi / NCR and Bangalore pilots. If you lead an HR industry body, HR consulting firm, corporate L&D function, or CHRO peer network, we'd like to talk. Typical partnership: you bring the HR audience and the venue; we bring the speakers, content, prompt packs, and safety framework.
Frequently Asked Questions
How do the two tracks differ?+
Track 1 (AI in People Decisions) is a leadership session for CHROs, HR Directors, and their leadership teams — focused on governance, risk, and the decisions AI must NOT touch. Track 2 (AI for HR Workflows) is a hands-on practitioner workshop for recruiters, HRBPs, HR ops, L&D, and analysts — focused on daily workflows in hiring, performance, engagement, ops, and analytics. Same day, different rooms.
Can a leader join the workflows track (or vice versa)?+
Yes, and some do. Leaders sometimes attend Track 2 to see the practitioner detail they need to govern; practitioners sometimes attend Track 1 to build the language for their own leadership conversations. We recommend the primary track by role but there's no hard rule.
Is this India-specific?+
Yes. Every example is Indian HR reality — campus hiring, IT services attrition, moonlighting, POSH, DPDP, Hindi and regional employee communication, blue-collar hiring, HR shared services. Global AI HR content is generic; ours is not.
What cities are planned?+
New Delhi / NCR and Bangalore are our two planned pilot cities for 2026. Partner conversations are in progress with a leading HR-services firm. If you'd like to host in another city (Mumbai, Chennai, Hyderabad, Pune, Ahmedabad), talk to us — corporate and industry-body hosting is welcome.
Is Aspiring People the confirmed partner?+
Partner conversations are open. We're designing this as a joint session with an established HR-services partner to combine AI Guru's AI depth with real HR field experience. Partner details will be published once confirmed.
What's the cost?+
Pricing is being finalised for both tracks. When we partner with an HR-services firm, industry body, or corporate host, member or team tickets are typically subsidised or free. Register your interest and we'll share pricing when it locks.
What do attendees take away?+
Leaders leave with the People Decision Risk Matrix, HR AI Trust Stack, a 90-day adoption roadmap, and a board reporting template. Practitioners leave with a full HR AI prompt pack: JD templates, scorecards, interview guides, review checklists, coaching plans, survey analysis prompts, and a safe-use checklist. All practical, all reusable Monday morning.
Can we host this at our company?+
Yes. Corporate hosting is our preferred format for the practitioner track — bring the venue and the HR team; we bring the content, demos, and materials. Leadership sessions can be delivered on your leadership team's schedule (see also our Executive AI Briefing service). Get in touch.
What are the frameworks and IP you'll share?+
Three frameworks: (1) People Decision Risk Matrix — Track 1's signature framework; (2) Automate / Augment / Avoid — the cross-track decision heuristic; (3) Draft → Check → Human Review → Document — Track 2's signature workflow loop. All three become yours to apply and adapt.
Led by
Ritesh Vajariya, Founder of AI Guru
Ritesh has spent nearly two decades in AI, cloud, and enterprise technology — including leadership roles at Amazon Web Services (AWS), Cerebras Systems, and Bloomberg. Through AI Guru he has shipped 20 AI products into production across 9 industries and trained 100,000+ professionals across 4 continents.
Originally from Gujarat and now based out of Princeton, NJ, USA, Ritesh works closely with HR leaders, boards, and corporate functions on responsible AI adoption — focused on trust, defensibility, and the human-only zone that AI must not touch. The two-track HR programme pairs AI Guru's AI depth with partner HR-services field experience.
Disclaimer. This session is not legal, HR, or compliance advice. AI tools discussed are assistive and require human review. Employers should consult their legal, HR, and compliance teams before adopting AI in hiring, performance, or workforce decisions. Applicable labour law, DPDP Act, POSH obligations, and internal policies apply.
Part of
AI Guru's India Workshop Series · 2026
We also run tracks for software engineers, working professionals, business owners, and healthcare teams.