The leader track 🤝 · for CHROs, HR directors & heads of talent · 6 x 45 min · no tooling required
Thinking mode: what AI changes about the people function, the obligations that are live now versus the ones arriving, the governance you build around a vendor, what fairness requires you to measure, and how to roll it out to an HR team without creating exposure. Each session ends with the questions to ask your team.
What AI changes about the people function
Where AI genuinely helps across the lifecycle, and the two decisions it must never make. The honest version.
⚖️ Leader 2 · mediumThe legal map
EU AI Act employment high-risk (now 2 Dec 2027), NYC Local Law 144 live today, GDPR and PDPA, adverse impact.
🛡️ Leader 3 · mediumGoverning AI in hiring
Vendor due diligence, the independent bias audit, candidate notice, and the records that make it defensible.
⚖ Leader 4 · mediumFairness in practice
Proxies, the four-fifths rule, what "explainable" means to a rejected candidate, and why passing is not a defence.
🔐 Leader 5 · decidingPeople data, monitoring & trust
What HR data can go where, the monitoring line, works councils, and what happens to trust when staff find out.
🚀 Leader 6 · decidingRolling it out to an HR function
Pilot design, the quality bar, honest metrics, team capability, and the conversation with the board.
The HR track 🛠️ · for HR partners, recruiters, L&D & people ops · 10 x 45 min · one running company, no code
Hands on the real artifacts, week by week, at Kestrel: the workspace, role scorecards and job descriptions, sourcing at volume, the screening slate (with a live simulator), structured interviews, offers and decision records, onboarding, performance writing, internal mobility, and a full hiring wave as a capstone.
Your HR workspace
The six-document pack, the never-goes-in list, the candidate notice, and the three rails.
📋 HR 2 · mediumRole definition & the job description
Scorecards with evidenceable must-haves, and an ad that widens the pool instead of quietly narrowing it.
📣 HR 3 · mediumSourcing & outreach at volume
Reaching more people without spam, without proxies, and without targeting that quietly excludes.
⚖️ HR 4 · hands-onThe screening slate
A reasonable-looking shortlist fails the four-fifths rule at 0.09. Fix it live and watch quality climb with it.
🎤 HR 5 · mediumStructured interviews & calibration
Guides, scorecards, evidence per rating, and the calibration conversation that stops rater drift.
✍️ HR 6 · mediumOffers & the decision record
Comp bands, the offer conversation, and a decision record that survives a challenge months later.
🌱 HR 7 · easyOnboarding that lands
A 30/60/90 per role, the manager pack, and the knowledge base that answers before anyone asks.
📈 HR 8 · hands-onPerformance & feedback
Evidence over vibes, the bias check on the writing, and why the rating is never the model's to give.
🧗 HR 9 · mediumL&D, mobility & attrition signals
A skills inventory that is not surveillance, internal moves before external hires, and honest attrition reading.
🏁 HR 10 · hardestCapstone: a wave and a cycle
One hiring wave and one performance cycle, end to end, with the audit trail and the never-delegate list.
Choose your path 🗺️
Two doors, one people function. Leaders set the boundary and commission the audit; HR builds the artifacts inside it.
The knowledge map 🧠
Both tracks at a glance - hover a session to spotlight its concepts, click any node to jump in.