The board signs off the plan in January.

By April that plan sits in a spreadsheet, the open roles sit in your ATS, and the two have quietly stopped agreeing with each other.

Ask a simple question at that point and watch what happens.

• How many approved roles are actually open right now?

• How many requisitions are live that nobody approved at all?

• How many came through a level higher than what we approved?

Nobody can answer without spending a morning on it.

Last time we built an org chart tool.

You could drag a director and her whole team under a different VP and save every version as a scenario. That tool dealt in shape, and nothing in it ever committed to anything.

This one commits.

Once you settle the shape, somebody has to actually open the roles.

Which sounds like a form with an approval chain behind it. It is not.

The real design question is which requests deserve a human decision and which ones your board already decided in January and should simply go.

Here is how I built it.

Building a Hiring Plan and Openings Tool with Claude

Step 1: Set up Claude

Read more

He walked Insider Members through:

• How a CHRO earns the trust that gets someone handed a company

• The Ulrich market-cap lesson, told by someone who was in the room

• A people analytics dashboard built live in Claude

• The CHRO Skill installed and pushed with a real hard call

• Where AI takes the process work, and what rises in value when it does

He led HR at Walmart, Kimberly-Clark, and Sally Beauty, then stepped in as CEO of a public company in crisis when the board had no success and chose the person they trusted. He held the seat for more than a year.

The full recording is now available for all Paid Members.

Live Sessions are exclusive to Insider Members only.

It’s a group of top CHROs on purpose. The conversation is open-camera, open-mic, with real questions from HR leaders.

The regular Paid Members will get all the live recordings and editorial content.

If you are a paid member, you can access the recording link below.

Read more

Think with me.

Part 1 of 2.

Anthropic is on track for the biggest listing anyone has ever attempted. Bloomberg says its revenue run rate crossed $65 billion at the end of July, and the year started at about a seventh of that.

OpenAI has filed confidentially too, carrying a valuation near $852 billion.

You’d think the explanation would be simple.

AI became useful faster than anything before it.

But the value didn’t land everywhere at once.

It landed hardest in one place, and that place is coding.

McKinsey claims software teams now ship three to five times faster with 60% fewer people. The money tells the same story.

Cursor just hit $4B in annual revenue, under four years from launch, and SpaceX is buying them for $60B.

We once scoped a product capability with our engineering team, and the honest estimate came back in months. Nobody padded it. Months is what design, build, review, and edge cases genuinely cost.

Then we picked the idea up again recently, and an analyst on our team, with no engineering background at all, built it with AI in under a day. It runs in production as we speak.

A year ago I’d have told you that couldn’t happen.

So why did coding get the magic?

The lazy answer says the models are great at code.

They are, and that still doesn’t explain it.

What explains it is that software spent thirty years accidentally preparing itself for AI.

Nobody planned this.

Two conditions were sitting there, waiting.

The first condition: code grades itself

I underestimated this one for a long time, and I now believe it carries the most weight.

The model writes some code, runs it, hits an error, repairs it, and runs it again until it passes. That whole loop closes in seconds, costs nothing, and no amount of confident-sounding text changes the verdict. The compiler stays unimpressed.

And that loop explains how these models became good at code in the first place.

When DeepSeek published the research behind R1, which Nature has since peer-reviewed, the authors spelled it out: for code, “a compiler can be utilized to evaluate the model’s responses against a suite of predefined test cases.”

They also explained why they refused to let another AI do the grading:

Learned judges “are susceptible to reward hacking.”

A model learns to trick any grader that can be tricked.

Code comes with a grader that can’t be.

Almost nothing else in professional life does.

The second condition: the work sits in one structured place

Software runs on Git and GitHub underneath.

You get version history, pull requests, tests, permissions, review gates, and a rollback path when something breaks. So an agent arriving in that world finds work that machines can already read, trace, and test. It never fights organizational chaos to get started.

The same structure fed the training.

OpenAI trained its first Codex model on 54 million public GitHub repositories. The general-purpose model of that era scored 0% on the standard benchmark, and the version trained on public code scored 28.8%. Both came from the same lab in the same period. What differed is that thirty years of solved problems, along with the arguments about the solutions, sat in one readable archive.

No other profession owns anything close.

This stopped being a story about programmers

Two pieces of research on this.

Anthropic studied around 400,000 Claude Code sessions from roughly 235,000 people. Humans made about 70% of the planning decisions and around 20% of the execution decisions. So people chose what to build, and Claude handled most of the how.

Here’s the part that surprised me more.

Across the ten biggest occupations in that data, all ten landed within seven points of software engineers on task success, judged by things like tests passing and work getting committed. Everyone succeeded, not only the engineers.

OpenAI’s enterprise numbers show the same wall coming down. Coding messages from staff outside engineering, IT, and research grew 36% in six months.

So the story isn’t about faster programmers anymore.

The story is that different people can build software now, and my analyst proves it.

Now drop an agent into HR

Hand an agent a coding task, and it finds the code, reads the structure, makes the change, tests it, and submits it for review.

Now say this to an agent instead:

“Help me decide whether we should promote this employee.”

Where would it even start?

• The employee’s record lives in the HRIS.

• Performance data sits in a different system.

• Comp lives in a third one.

• The manager wrote their reasoning in a doc somewhere.

• The budget hides in a spreadsheet.

• The promotion criteria sit on an intranet page nobody has touched in two years.

• The real story lives in email threads and Slack.

• And the process itself changes with every business unit, country, and manager.

Half the time, nobody even agrees which of those systems holds the truth.

None of this comes from the AI lacking intelligence.

It comes from the company lacking infrastructure.

McKinsey’s HR Monitor 2026 surveyed about 1,300 HR professionals and 5,500 employees across ten countries and landed in the same place.

Adoption crawls, pilots stay pilots, and the report names the cause: “the fragmented technology landscape and limited capability building continue to constrain companies’ ability to scale their AI adoption.”

Their fix isn’t smarter AI either.

They prescribe a unified data backbone and a rebuilt HR operating model.

The problem underneath the problem

Say you fix every bit of that tomorrow.

One clean system, one taxonomy, perfect integrations.

You’d still lack the ingredient that made coding fly.

Tell me the test for a promotion decision. Tell me what compiles a compensation philosophy or which linter catches a broken succession plan.

The answer shows up eighteen months later, inside a different metric, in a different quarter, on somebody else’s scorecard. You’re not grading the work at that point.

You’re performing the autopsy.

A few weeks ago I wrote about why HR ROI models collapse.

The chain from an HR action to a financial result runs long, tangles constantly, and never lets you run it twice. Back then I framed it as the CHRO’s measurement problem.

It turns out the model shares that problem.

These systems can’t learn from feedback loops that run long and refuse to be isolated. Whatever breaks your ROI slide breaks their training too.

One more gap deserves your attention, because lawmakers wrote it down. Annex III of the EU AI Act puts AI used for recruitment, promotion, termination, task allocation, and performance monitoring in the high-risk class. High-risk brings conformity assessment, documentation, human oversight, and registration. AI that writes software never appears in Annex III.

So the AI building your billing system faces no rules, while the AI screening the resume of the person who’ll maintain that system faces all of them.

Each position defends itself fine on its own. Side by side, they explain plenty about why one field sprinted while the other walked.

The Bottom line

Most companies keep asking how to get better AI into HR.

I’d rather ask how to get HR ready for AI.

The switch matters because it moves the ownership.

Better AI is something you buy. Readiness is something you redesign, and redesigning the operating model belongs to us.

It also pins down what an AI-native organization means. It doesn’t mean a company where everyone opens ChatGPT. It means a company where:

• Anyone, human or agent, can find and understand the data

• Workflows spell out their steps and their states

• Everyone knows who gets to decide what

• The company’s knowledge exists in a form machines can read

• Every action leaves a trail you can review

• Results come back fast enough to teach you something

• And people keep the wheel wherever judgment matters

Software has nearly all of this today.

Most functions have little of it, and HR probably has the least.

Which is the whole reason AI feels like a miracle in your engineering org and like a decent chatbot in your HR org.

The next jump won’t come from a bigger model.

It comes when you rebuild the organization around what the models already do.

Part 2 lands next week: the how. Which order to fix things in, which HR workflows already hide a grader inside them, which ones never will, and what I’d spend the first ninety days on.

And that’s all for today.

See you on Thursday.

Advertise with The CHRO Office.

I’m Warren Wang, CEO at Doublefin.com | Ex-Google | Ex-Microsoft | Helping HR advocate for its seat at the table.

Find me on LinkedIn

• Onboarding

• Offboarding

• A PIP tracker

• A comp cycle

• A recognition tool

They all work the same way underneath. The tool knows the process and walks you through it so nothing falls through.

This one doesn’t work that way.

I’ll be honest, I expected the org chart to be the easiest build of the lot.

It’s boxes and lines. You load a roster, and it draws a tree.

But a guided tool only has to hold your hand.

This one has to obey it. You grab a director, and she’s got 19 people under her, and you drop her under a different VP, and the numbers on screen have already changed before your finger comes off the mouse.

There’s no process here. You’re making up a company that doesn’t exist yet, so you can find out whether it should.

That turned out to be harder to build, and it’s easily the most useful thing I’ve made in this series.

So let me walk you through it.

Building an org chart for scenario planning in Claude

Read more

Higher than the CFO.

Higher than the CTO.

Only the CEO gets replaced more often.

I wanted to understand why.

So I started talking to CHROs who made it, and a few who didn’t.

What I found surprised me. The ones who failed weren’t less capable. They were less patient. They walked in trying to fix culture on Day 3 when they hadn’t earned the right to name the problem yet.

One CHRO told me something I haven’t stopped thinking about.

Everyone thinks this job is about people. It’s not. It’s about power. Who has it. Who’s losing it. And whether they’ll let you anywhere near the truth.

So here's the playbook every new CHRO wishes they had before their first day, updated for 2026 and grounded in how the role actually unfolds when nobody's performing anymore.

It's structured by time, with the workflows, the emotional truths, the political traps, and exactly how AI fits.

Let’s begin.

Prepare for Day 1

Your authority is not given. It’s constructed. Conversation by conversation. Decision by decision.

Most CHROs make their first mistake before their badge works.

Read more

Thursday, 20th August, at 11:00 AM ET.

This is not a demo reel. You can ask questions and challenge both of us.

Live Session: The CHRO’s path to CEO with judgment and Claude

Brian Walker is a global HR executive who has lived in seven countries and worked across nearly every continent. He led HR at Walmart, Kimberly-Clark, and Sally Beauty, then stepped in as CEO of a public company in crisis when the board had no successor and chose the person they trusted. He held the seat for more than a year.

He’s now advising CEOs on HR and organizational transformation.

Here’s how the session works.

Two blocks. In each, Brian delivers the judgment, and then I build the tool that puts it into practice, live in Claude. Every idea lands with its build.

You’ll learn

• How a CHRO earns the trust that gets someone handed a company

• The Ulrich market-cap lesson, from someone who was in the room

• How to build a people analytics dashboard

• The CHRO Skill installed and pushed with a real hard call

• Where AI takes the process work, and what rises in value when it does

Who this is for

CHROs, VPs of HR, Heads of People, HRBPs, and anyone rethinking how their People function should run.

What to expect

Live walkthrough of real Claude workflows and AI agent builds.

Open Q&A. Honest discussion of what works and what breaks.

Small group to keep it practical.

This session is open to Insider Members only. If you’re a regular monthly/annual paid member and want in, you can upgrade and become an Insider Member and access this and all future LIVE events and also get the recordings.

If you’re already an Insider Member, the registration link is below.

Read more

Very few CHROs become CEOs.

But Brian Walker went from CHRO to running a public company, and his one-line verdict on the top job surprised me… “It was easier than he expected, because it’s the work HR already does.”

I expected him to tell me how hard it was.

And he told me the opposite.

If you want to hear the judgment that got him there and then watch the AI tools that put that judgment to work built live in front of you, you’ll want to be in the room.

This is not a demo reel. You can ask questions and challenge both of us.

Live Session: The CHRO’s path to CEO with judgment and Claude

Brian Walker is a global HR executive who has lived in seven countries and worked across nearly every continent. He led HR at Walmart, Kimberly-Clark, and Sally Beauty, then stepped in as CEO of a public company in crisis when the board had no successor and chose the person they trusted. He held the seat for more than a year.

He’s now advising CEOs on HR and organizational transformation.

Here’s how the session works.

Two blocks. In each, Brian delivers the judgment, and then I build the tool that puts it into practice, live in Claude. Every idea lands with its build.

You’ll learn

• How a CHRO earns the trust that gets someone handed a company

• The Ulrich market-cap lesson, from someone who was in the room

• How to build a people analytics dashboard

• The CHRO Skill installed and pushed with a real hard call

• Where AI takes the process work, and what rises in value when it does

Who this is for

CHROs, VPs of HR, Heads of People, HRBPs, and anyone rethinking how their People function should run.

What to expect

Live walkthrough of real Claude workflows and AI agent builds.

Open Q&A. Honest discussion of what works and what breaks.

Small group to keep it practical.

This session is open to Insider Members only. If you’re a regular monthly/annual paid member and want in, you can upgrade and become an Insider Member and access this and all future LIVE events and also get the recordings.

If you’re already an Insider Member, the registration link is below.

Read more

Very few CHROs become CEOs.

But Brian Walker went from CHRO to running a public company, and his one-line verdict on the top job surprised me… “It was easier than he expected, because it’s the work HR already does.”

I expected him to tell me how hard it was.

And he told me the opposite.

If you want to hear the judgment that got him there and then watch the AI tools that put that judgment to work built live in front of you, you’ll want to be in the room.

This is not a demo reel. You can ask questions and challenge both of us.

Live Session: The CHRO’s path to CEO with judgment and Claude

Brian Walker is a global HR executive who has lived in seven countries and worked across nearly every continent. He led HR at Walmart, Kimberly-Clark, and Sally Beauty, then stepped in as CEO of a public company in crisis when the board had no successor and chose the person they trusted. He held the seat for more than a year.

He’s now advising CEOs on HR and organizational transformation.

Here’s how the session works.

Two blocks. In each, Brian delivers the judgment, and then I build the tool that puts it into practice, live in Claude. Every idea lands with its build.

You’ll learn

• How a CHRO earns the trust that gets someone handed a company

• The Ulrich market-cap lesson, from someone who was in the room

• How to build a people analytics dashboard

• The CHRO Skill installed and pushed with a real hard call

• Where AI takes the process work, and what rises in value when it does

Who this is for

CHROs, VPs of HR, Heads of People, HRBPs, and anyone rethinking how their People function should run.

What to expect

Live walkthrough of real Claude workflows and AI agent builds.

Open Q&A. Honest discussion of what works and what breaks.

Small group to keep it practical.

This session is open to Insider Members only. If you’re a regular monthly/annual paid member and want in, you can upgrade and become an Insider Member and access this and all future LIVE events and also get the recordings.

If you’re already an Insider Member, the registration link is below.

Read more

Your CEO already believes in you.

That’s the surprise in this year’s numbers. Most CEOs now say AI works or fails based on people, not technology. And most say your influence is about to grow.

Then look at the other side. Almost nine out of ten HR leaders say their company has seen no real value from AI yet.

So the CEO handed you the ke…

Read more

READ TIME: 7 MINUTES

We’ve spent the last few weeks building things.

• An offboarding coordinator.

• A PIP coordinator.

• A recognition coordinator.

• A comp cycle with a dashboard.

All real and built in an afternoon.

Those were about what vibe-coding gives you, and it gives you a lot. That’s the half that ge…

Read more

It got more than 500 comments and 2 million views.

Most of them said the same thing. When HR reports to finance, people’s decisions get filtered through a cost lens. Culture becomes a budget conversation. Leadership development becomes overhead.

I agree with all of it.

But that is not the argument that wins.

That is what I want to write to you about today. There is one version of this case that a CEO can’t argue against, and almost nobody in HR is making it.

Read on.

The budget argument keeps losing

SHRM tested it in 2016.

They compared HR investment at companies where HR reported to finance against companies where HR reported to the CEO. Four financial measures.

They found no statistical difference.

They went further. They said reporting to the CFO can actually help HR because it forces HR to show its business acumen.

If you have spent years arguing for a different box on the chart.

Your CEO has watched HR budgets get approved and denied under both structures. So when you walk in and say the reporting line is costing you money, they have a counterexample in their head before you finish the sentence.

You lose the meeting on the strongest topic you had.

One comment said the thing nobody says

Buried in those 500 comments was an HR executive who made a different case.

Reporting to the CFO looks harmless, she said. Until a CFO’s direct report raises a legitimate performance concern about the CFO.

Then the structure shows itself.

The CHRO can’t address the CFO as a peer. The process that was supposed to be independent now runs through someone with influence over the outcome.

She said this happens more often than people realize.

Another commenter had lived it.

She was moved under an Operations GM. She had to run an investigation. She was retaliated against, because the GM and the person under investigation were friends.

She had no route around it. There was no route to the CEO.

That is the argument. Not budget or independence.

Internal audit does not report to the CFO

It reports to the audit committee of the board.

Not for prestige. Because you can’t ask someone to audit the person who controls their budget, their promotion, and their review.

HR does the same kind of work.

• You investigate executives.

• You hold the evidence in harassment cases.

• You advise on senior terminations.

• You see the pay data that shows who is being protected.

Then the company puts you underneath one of the people you are supposed to be able to examine.

Nobody defends that out loud.

Not a CEO. Not a board member. Not a general counsel.

That is why this version of the argument works.

Your CFO is probably great. That is not the point.

Almost every person who defended this structure in the comments said some version of the same thing.

Our CFO cares about people. Our CFO sees talent as an investment.

That is usually true.

It is also not a structure.

Governance that depends on the current person being decent is not governance.

Separation of duties exists so the system holds when the people change.

And the people always change.

33 percent of new CEOs replace the CHRO within 12 months. 54 percent within 24. Among Fortune 200 CEOs appointed in 2025, 47 percent replaced their CHRO or CPO.

The CFO who is protecting you today may not be there next year.

Neither may you.

You asked for numbers?

Four, and no more than four.

CHROs named as executive officers in Russell 3000 filings went from 148 in 2021 to 230 in 2025.

CHROs earn about 30 percent of CEO total pay in the Russell 3000.

In the S&P 500 it is 22 percent. CFOs earn 37 to 39 percent.

That gap is the honest answer to how your company values the two seats.

The direction is better than the level.

Median Russell 3000 CHRO pay grew 14.7 percent between 2024 and 2025.

All named executives grew 8.1 percent.

And nearly 70 percent of companies now report more CHRO board engagement than three years ago. 66 percent of corporate secretaries expect it to keep rising. Two percent expect a decline.

The Bottom Line

Ask your general counsel one question.

If a credible complaint were filed against the person I report to, what is the documented path that keeps me out of it?

If nobody can answer in writing, you have found your opening. And you have found it as a governance gap, not an HR complaint.

Then get the escalation route written down. Direct access to the audit committee chair or the lead director for anything touching your own reporting line.

Plenty of CHROs have this and never use it.

That is exactly what it is for.

Ask your corporate secretary what it would take to be named an executive officer in the proxy. Most CHROs have never asked. It is a disclosure decision, not a promotion.

And negotiate all of it before you sign.

Reporting line, decision rights, budget ownership, and board access.

Straightforward in an offer conversation.

Nearly impossible in year three.

If a serious complaint landed on your desk tomorrow about the person you report to, do you know who you would call?

And that’s all for today.

See you on Thursday.

Advertise with The CHRO Office.

I’m Warren Wang, CEO at Doublefin.com | Ex-Google | Ex-Microsoft | Helping HR advocate for its seat at the table.

Find me on LinkedIn

This one is harder, and it matters more.

Here’s the problem.

A PIP has two jobs.

1. Help someone recover.

2. Hold up in court if they don’t.

Get the first one wrong and you lose a person you could have kept.

Get the second one wrong and you lose the case.

And most managers write it the night before, in a blank doc, from memory. Nothing makes the goals measurable. Nothing forces the check-ins. Nothing catches a retaliation tripwire before the plan goes out.

So I built a coordinator that runs every plan from intake to outcome and blocks you from skipping the parts that matter.

Here’s how I built it, the exact prompt I used, and what to watch for before you run it yourself.

Let’s dive in.

How to build a Performance Improvement Plan Agent with Claude

Read more

Every HR needs to take an HRIS export that does not line up with the ratings, bands that do not cover everyone, and a budget that has to stretch. Then turn all of it into something a comp committee can act on.

Today, you’ll learn how to build an employee comp cycle with a dashboard in Claude.

Let’s dive in.

How to build an employee comp cycle with Claude

Read more

A quick note before we start. This is the updated version of our session recap. Saya went through it herself and refined it, and we’ve added the thing CHROs kept asking about: the actual AI transformation model the People team at Notion uses to move from AI-as-assistant to AI running the function. That model, and the full build details, are in this edition.

Most HR teams are using AI as a thought partner.

But Saya Iwasaki is doing something different, and last Thursday she showed 100+ People leaders exactly what it looks like inside the live session.

Saya Iwasaki is a people and operations leader focused on helping high-growth companies scale and transform. She was Head of People at OpenSea. Before that, she was at DoorDash, where she helped scale the company 20x, from a few hundred people to over 15,000, through global expansion, M&A, and culture integration.

HR is under-resourced. You fight for headcount. You don’t get engineers. So you work with what you have. And for the first time, she said, the ability to build things with AI changes what a People team even is.

Here’s what she walked us through.

The AI transformation model every HR must use

It’s the official model Notion built to map how a company goes from manual, fragmented work to AI-powered operations, created with Ben Levick, Head of AI & Ops at Ramp, and Geoffrey Litt, the MIT researcher, engineer @ Notion and many others.

Below is the Official The AI Transformation Model you can download

Read more

Thursday, 23rd July, at 12:00 PM ET

This is not a demo.

This is a 60-minute, hands-on AI walkthrough.

If you want to see what it looks like when a People team actually redesigns how it operates around AI, you’ll want to be in the room.

You can ask questions and challenge.

Live Session: How to design an AI transformation for your People team

Saya Iwasaki is a people and operations leader focused on helping high-growth companies scale and transform. She was Head of People at OpenSea. Before that, she was an early leader at DoorDash, where she helped scale the company 20x, from a few hundred people to over 15,000, through global expansion, M&A, and culture integration.

She’s currently leading AI transformation for the People Team at Notion, reimagining how HR can operate differently in this agentic era.

Saya is going to start where most AI conversations stop.

She’ll walk through how to design an AI transformation strategy that goes beyond using AI as a thought partner. Not “here’s a good prompt,” but how a People team actually leverages AI to reach more impactful outcomes and rethink how the function runs.

Then she’ll go into live demos. Complex workflows and frontier use cases of agents, MCP, and AI across Claude, Notion, and other tools. Real builds, not slides. And how these approaches let a team cut the busywork and put its hours on the work that actually matters.

You’ll see

• How to design an AI transformation strategy for a People team, not just an AI habit

• Complex, real workflows built live with agents and MCP

• Frontier use cases most HR teams haven’t seen yet

• What to hand to AI and what stays with your people

• How a People team at a company like Notion is actually reimagining the way it operates

Who this is for

CHROs, VPs of HR, Heads of People, HRBPs, and anyone rethinking how their People function should run.

What to expect

Live walkthrough of real workflows and agent builds.
Open Q&A. Honest discussion of what works and what breaks.

Small group to keep it practical.

This one is open to all paid members. If you’re on the free list and want in, you can upgrade below. If you’re already a paid member, the registration link is below.

Read more

Most AI sessions show you how to use AI as a thought partner. This one goes past that. If you want to see what it looks like when a People team actually redesigns how it operates around AI, you’ll want to be in the room.

This is not a demo reel.

You can ask questions and challenge.

Live Session: How to design an AI transformation for your People team

Saya Iwasaki is a people and operations leader focused on helping high-growth companies scale and transform. She was Head of People at OpenSea. Before that, she was an early leader at DoorDash, where she helped scale the company 20x, from a few hundred people to over 15,000, through global expansion, M&A, and culture integration.

She’s currently leading AI transformation for the People Team at Notion, reimagining how HR can operate differently in this agentic era.

Saya is going to start where most AI conversations stop.

She’ll walk through how to design an AI transformation strategy that goes beyond using AI as a thought partner. Not “here’s a good prompt,” but how a People team actually leverages AI to reach more impactful outcomes and rethink how the function runs.

Then she’ll go into live demos. Complex workflows and frontier use cases of agents, MCP, and AI across Claude, Notion, and other tools. Real builds, not slides. And how these approaches let a team cut the busywork and put its hours on the work that actually matters.

You’ll see

• How to design an AI transformation strategy for a People team, not just an AI habit

• Complex, real workflows built live with agents and MCP

• Frontier use cases most HR teams haven’t seen yet

• What to hand to AI and what stays with your people

• How a People team at a company like Notion is actually reimagining the way it operates

Who this is for

CHROs, VPs of HR, Heads of People, HRBPs, and anyone rethinking how their People function should run.

What to expect

Live walkthrough of real workflows and agent builds.
Open Q&A. Honest discussion of what works and what breaks.

Small group to keep it practical.

This one is open to all paid members. If you’re on the free list and want in, you can upgrade below. If you’re already a paid member, the registration link is below.

Read more

READ TIME: 8 MINUTES

Read more

Most AI sessions show you how to use AI as a thought partner. This one goes past that. If you want to see what it looks like when a People team actually redesigns how it operates around AI, you’ll want to be in the room.

This is not a demo reel.

You can ask questions and challenge.

Live Session: How to design an AI transformation for your People team

Saya Iwasaki is a people and operations leader focused on helping high-growth companies scale and transform. She was Head of People at OpenSea. Before that, she was an early leader at DoorDash, where she helped scale the company 20x, from a few hundred people to over 15,000, through global expansion, M&A, and culture integration.

She’s currently leading AI transformation for the People Team at Notion, reimagining how HR can operate differently in this agentic era.

Saya is going to start where most AI conversations stop.

She’ll walk through how to design an AI transformation strategy that goes beyond using AI as a thought partner. Not “here’s a good prompt,” but how a People team actually leverages AI to reach more impactful outcomes and rethink how the function runs.

Then she’ll go into live demos. Complex workflows and frontier use cases of agents, MCP, and AI across Claude, Notion, and other tools. Real builds, not slides. And how these approaches let a team cut the busywork and put its hours on the work that actually matters.

You’ll see

• How to design an AI transformation strategy for a People team, not just an AI habit

• Complex, real workflows built live with agents and MCP

• Frontier use cases most HR teams haven’t seen yet

• What to hand to AI and what stays with your people

• How a People team at a company like Notion is actually reimagining the way it operates

Who this is for

CHROs, VPs of HR, Heads of People, HRBPs, and anyone rethinking how their People function should run.

What to expect

Live walkthrough of real workflows and agent builds.
Open Q&A. Honest discussion of what works and what breaks.

Small group to keep it practical.

This one is open to all paid members. If you’re on the free list and want in, you can upgrade below. If you’re already a paid member, the registration link is below.

Read more

Think With Me · AI and the strategic future of HR

Read more

But strategy is only half the job.

When the comp committee wants to see headcount spread, salary distribution, and a dollar-gap analysis against market P50, advising isn’t enough.

You need execution. You need a dashboard.

Today, I will share the new version of CHRO SKILL.

You can use the CHRO SKILLS to build employee analytics and compensation benchmark dashboards in 10 minutes.

Instead of just advising you on strategy, the skill will now build two specific, board-ready dashboards on request.

You’ll get the following skills below and full prompts to copy/paste.

• chro-skill.md, the existing CHRO skill, extended to build the dashboards.

• audit-rules.md, the guardrail that forces every number to name its source.

• company-profile.md, the memory layer the reader fills in once.

• decision-log.md, the memory layer the skill updates over time.

Let’s dive in.

Use the CHRO skill to build HR dashboards

The skill can build two dashboards on request instead of just advising.

Download the CHRO skill files below and copy/paste prompts

Read more