AI Fluency for HR

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17 Nov

AI Fluency for HR Masterclass

AI Fluency for HR Masterclass

Tuesday, November 17, 2026 (12:00 AM) to Wednesday, November 18, 2026 (11:59 PM)
4 PDCs
Provider: Lever Talent, Inc
Course Name: AI Fluency for HR

Speaker: Drew Fortin, Founder & CEO, Tracie Sponenberg, CPO in Residence, of Lever Talent, Inc.
Program Type: Videoconferences, webcasts, audiocasts, podcasts, eBooks, self-directed E-Learning
Registration URL: https://events.zoom.us/ev/AscZWcApGVqcNJYqqPeiJz9gdCRIHAPa2mLYzInlKhxbJfCUkIMx~AmDu9f9neGLg-L_mV8NR78hjJE8ZdAApcAfyYtVOFP_aa6vcAwAlDyZlig

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By the end of this course, participants will be able to: 1. Make the business case for HR to lead AI adoption, grounded in evidence that most AI value and most AI failure sit in people, process, and culture rather than technology. Assess the forces reshaping the HR function, including burnout, the AI confidence gap, and manager psychological safety, and position HR as accountable for the organization's mix of human and AI work. 2. Apply the 4Cs framework (Context, Constraints, Connections, Control) to design a governed AI workflow that includes a defined trigger, a named human approval gate, a data readiness assessment, and a baseline metric measured against a target. 3. Distinguish generative AI from agentic AI, audit the workflows in their own department, and separate work that is ready for AI from work that is not ready and work that should remain human by design. 4. Evaluate AI vendors using three due diligence questions covering model training practices, zero data retention, and bias testing, and apply disclosure and human oversight standards that meet current regulatory requirements for AI use in employment decisions.

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AI Fluency for HR: A People-Driven Approach to the Future of Work is a four-hour, instructor-led live virtual course delivered as two 2-hour sessions on consecutive days. Presenters are Tracie Sponenberg, Chief People Officer in Residence at Lever Talent, and Drew Fortin, SHRM-SCP, Founder and CEO of Lever Talent. The course is designed for HR leaders at the director level and above across talent acquisition, talent management, total rewards, learning and development, HR operations, and HR business partnering. Cohorts are limited to 12 to 18 participants. Format: The course is interactive throughout, with live polling, chat exercises, structured breakouts, two live demonstrations, two hands-on activities, and a participant workbook. Participants complete a short pre-work exercise before Session 1 in which they score candidate HR workflows on impact and effort. Total instructional time is 240 minutes. SESSION 1: THE HUMAN REALITY AND THE AI WEDGE (120 MINUTES) Welcome and the orchestrator's mandate (8 minutes). Frames HR's opportunity to lead AI adoption and traces the function's progression from administrator to operator to orchestrator. Sets a realistic first-year scope of one governed workflow. Live poll on what participants' organizations expect from HR on AI. The harness and the 4Cs framework (20 minutes). Introduces the AI harness, the operating structure that makes an AI model safe and usable in an HR workflow, and teaches the trigger and the 4Cs: Context, Constraints, Connections, and Control. Participants write their own definition of each component in the workbook. The workforce reality (14 minutes). Reviews current data on burnout, the AI confidence gap, and manager psychological safety. Introduces generative versus agentic AI. Participants identify the most time-consuming manual work on their teams. Legacy HR technology and the AI Wedge (16 minutes). Examines how HR systems of record left HR professionals routing data by hand, and introduces the AI Wedge: AI removes the tactical middle of HR work so human judgment remains the priority. Structured debate on adoption attitudes. Skills-based talent (12 minutes). Presents a five-phase skills mapping framework for redeploying human capability and covers the shift from degree requirements to verifiable skills. Evidence: what agentic AI has delivered (14 minutes). Case studies of agentic AI in HR, including outcomes after deployment and failure points, and a worked capability analysis showing which work suits AI and which stays human. Structured Q&A. Activity 1: Validate the AI Wedge and set the trigger and Context (28 minutes). Following a live demonstration, participants validate the workflow they scored in pre-work against an empathy test, identify one workflow to protect as human by design, and write the trigger and Context for their workflow. Work is stress-tested in small groups. Share-out and assignment (8 minutes). Each participant names their selected workflow. Assignment: locate the actual source documents their workflow will rely on. SESSION 2: ARCHITECT THE HARNESS (120 MINUTES) Session 1 recap (8 minutes). Recaps Session 1 against the 4Cs framework. Participants share how their workflow ties to an organizational goal. Connections: how AI reaches HR data (14 minutes). Explains Model Context Protocol (MCP) in non-technical terms, covers data permissioning (for example, blocking compensation data while allowing training records), and clarifies the respective roles of HR and IT in AI deployment. Constraints: data readiness (12 minutes). Examines why AI projects fail when organizations skip the data assessment and teaches a practical data hygiene method. Participants score their own data readiness. Control: the human approval gate, disclosure, vendors, and the regulatory floor (22 minutes). Defines the human approval gate and disclosure obligations to candidates and employees, reviews current regulation affecting AI in employment decisions, and teaches three vendor due diligence questions on model training, zero data retention, and bias testing. Live demonstration (10 minutes). The presenter builds a complete AI harness on screen for an HR function. Activity 2: Wireframe your AI harness (38 minutes). Participants complete their harness using a structured prompt in their own AI assistant, then participate in a peer stress test focused on data hygiene and transparency to end users. Deliverable: a completed harness wireframe with a named human owner on Control and a baseline-versus-target metric. From individual workflow to function-wide adoption (6 minutes). Shows how a single governed workflow scales across an HR function. Share your harness (6 minutes). Participants present their trigger, workflow, named human owner, and metric, with facilitated feedback. Close (4 minutes). Summarizes the course against the 4Cs and outlines next steps for implementing the harness in the participant's organization. Participant deliverables: a scored workflow audit, a completed AI harness wireframe for one real workflow, the three vendor due diligence questions, and a one-page regulatory summary.