Clarity
Employers

Artificial Intelligence (AI) and Automation for HR Managers

Develop practical skills to identify, design, and deliver AI-enabled automation and workflow improvements — built specifically for mid-level HR Managers. Reduce manual admin, strengthen compliance, and free up time for strategic people work.

Part of our HR & People Courses

UK employees participating in government-funded workforce training to upskill and reskill

Course Overview

Equip your HR Managers with the real-world skills to transform people processes through the practical application of AI, automation, and digital tools. This programme is contextualised specifically for HR environments — meaning every module, tool, and project reflects the workflows your HR team encounters day to day.

 

Learners will analyse HR workflows, identify automation opportunities, build and configure low-code and no-code solutions, and lead the responsible adoption of AI across recruitment, onboarding, employee relations, compliance, and people reporting. Rather than abstract theory, every skill is immediately applicable — learners build live automations in their own organisation from the very first module.

Core Capabilities

HR Process Analysis

AI & Automation Evaluation

Low-Code/No-Code Solution Design

Recruitment Workflow Automation

Onboarding Workflow Design

Employee Relations Automation

Ethical, Safe & Secure AI Use

Stakeholder Communication

People Data & Reporting

Compliance & Audit Automation

Change Management & Workforce Impact

Payroll-Adjacent Task Automation

Organisational Benefits

Reduced HR Administrative Burden:

Empower your HR Managers to streamline repetitive, time-consuming workflows — from recruitment admin and onboarding document-chasing to compliance reporting — delivering measurable time savings and freeing capacity for higher-value people work.

Stronger Compliance and Governance:

Build internal capability to automate right to work checks, GDPR retention schedules, audit trails, and ER documentation — reducing compliance risk and ensuring consistent, evidenced processes across the organisation.

Responsible AI Adoption in HR:

Ensure your organisation uses AI and automation in HR safely, ethically, and in line with employment law, equality obligations, and data protection requirements — reducing risk, building employee trust, and evidencing fairness in people decisions.

More Strategic HR Function:

When your HR Managers spend less time on repetitive admin, they spend more time on workforce strategy, employee experience, and organisational development — directly improving retention, engagement, and business performance.

Curriculum Plan

Phase 1
Module 1
Foundations — AI, Automation and the HR Landscape
Foundations — AI, Automation and the HR Landscape
  • Understand AI and automation concepts, models, and limitations in the context of HR management.
  • Map existing HR workflows to surface inefficiencies and automation opportunities across recruitment, onboarding, employee relations, compliance, and reporting.
  • Apply responsible AI principles: GDPR, employment law, equality obligations, algorithmic bias, and workforce wellbeing.
  • Produce a structured Process Opportunity Map — a prioritised audit of your own HR workflows with initial viability ratings.
Module 2
Recruitment Admin Automation
Recruitment Admin Automation
  • Automate job posting distribution, interview scheduling, and offer letter generation using low-code tools and calendar integrations.
  • Understand AI-assisted CV screening: capabilities, limitations, and bias risks for HR Managers.
  • Apply human oversight principles: identify where HR Manager judgement must remain in the loop.
  • Build and test a working recruitment workflow automation in your own organisation.
Module 3
Onboarding Workflow Automation
  • Design reliable, repeatable onboarding workflows from offer acceptance through to Day 1 — reducing document-chasing and ensuring compliance.
  • Automate document requests, right to work checks, e-signature collection, and system access requests.
  • Build multi-step conditional workflows and learn error handling for when automation breaks.
  • Deploy an onboarding trigger workflow including a test log and user guide.
Phase 2
Module 4
Employee Relations — Case Management and Document Automation
Employee Relations — Case Management and Document Automation
  • Build case tracking systems and automate outcome letter generation with conditional templates.
  • Use AI-assisted policy lookup and summarisation tools — and understand their limitations in sensitive ER situations.
  • Create robust audit trails and documentation standards through automation.
  • Produce an algorithmic impact assessment for ER automations considering protected characteristics.
Module 5
People Data, Reporting and Analytics Automation
  • Automate production of scheduled people reports: headcount, turnover, absence, and board packs.
  • Connect HRIS exports to live dashboards using Power BI, Google Looker Studio, or similar tools.
  • Use AI-assisted prompting to turn data into board-ready narrative commentary.
  • Measure and present the ROI of automation with an evidence-based business case for senior stakeholders.
Phase 3
Module 6
Compliance, Payroll-Adjacent Tasks and Governance


Compliance, Payroll-Adjacent Tasks and Governance
Automate right to work verification flows, GDPR data retention schedules, and policy review cycles.
Streamline payroll-adjacent admin: absence processing, change of details, and leaver workflows.
Build governance practices for HR automations: risk registers, data flow diagrams, assurance checklists, and GDPR logs.
Produce a Governance and Compliance Pack for one of your live automations.

Module 7
Stakeholder Engagement, Change Management and Workforce Impact
  • Facilitate workshops to identify and prioritise automation opportunities with HR colleagues and wider teams.
  • Communicate automation changes to non-technical staff, managing concerns and resistance constructively.
  • Support workforce redeployment or upskilling where automation changes roles.
  • Produce a stakeholder communication pack and present an automation business case to senior leaders.
Module 8
Continuous Improvement & Performance Monitoring
  • Connect multiple HR automations using API principles and integration methods accessible to non-developers.
  • Monitor live automations: performance metrics, error alerts, and model drift detection.
  • Incorporate end-user feedback to iterate and improve solutions over time.
  • Produce a Continuous Improvement Report on a live automation, feeding directly into your EPA portfolio.
  •  
Gateway and independent preparation for Awarding Organisation assessment — 18 Months

Assessment under the 2025/2026 reformed apprenticeship model, delivered by an Awarding Organisation (AO):

  • Showcase project portfolio of live HR automation artefacts
  • Present evidence of implemented solutions and measurable workplace impact
  • Participate in a professional discussion and reflective evaluation

Monthly Delivery Model

Structured Learning - 6 Hours
2 Hours

HR Tutor-Led Session

Expert-led interactive sessions designed to build core HR automation knowledge, strengthen professional capability, and develop the practical skills needed to implement responsible AI in a people management context. Sessions are aligned to the ST1512 standard and focused on real HR application — not theoretical technology.

2 Hours

AI Tutor-Led Session

Practical, hands-on sessions introducing learners to the specific AI tools, automation platforms, and low-code or no-code solutions most relevant to HR workflows. Employers benefit from HR Managers who can immediately configure and deploy tools like Power Automate, Make, or Zapier to reduce manual workloads in their own team.

2 Hours

Assignments and Assessments

Practical assignments and assessments that reinforce learning, measure progress, and build the portfolio evidence required for end-point assessment. All activities are designed around real HR scenarios — ensuring every task is directly relevant to the learner's role and delivers immediate value to the employer.

Workplace-Based Application - 20 Hours
20 Hours

Work-Based Tasks

Structured, provider-directed workplace projects that enable HR Managers to build live automations within their own organisation — using real workflows, real data, and real tools. Each module produces a tangible artefact: from a recruitment scheduling workflow to a governance and compliance pack. Employers benefit from real automation projects delivered during the programme, not after it — generating measurable ROI from day one.

Approx 26 hours per month

How We Ensure Success

Measurable Impact

Employers see reduced HR admin overhead, stronger compliance performance, and measurable time savings — at minimal cost through government-funded training. Learners evidence ROI as part of the programme itself.

Built for HR, Not Just Technology

Training is contextualised entirely to HR environments and each employer's specific workflows. Fully live online delivery fits around operational demands, with no technical background required.

Guided by Experts

Learners receive continuous support from a dedicated account manager and specialist tutor with expertise in both AI and automation tools and the real-world demands of HR management.

Elevate Your HR Function

HR Managers who complete the programme gain the confidence and capability to lead digital change in their organisation — becoming the internal champion for responsible AI adoption and unlocking long-term career progression.

Key info

Level 4

AI and automation Practitioner

Rated outstanding by Ofsted(opens new window).

Duration

Typical duration: 18 months

Eligibility Requirement

Age: Applicants must be 16 years or older at the start of the apprenticeship.

Right to Work: The individual must have the legal right to work in England and be employed in a role that supports their apprenticeship.

Residency:

  • Must have been ordinarily resident in the UK for at least 3 years prior to the apprenticeship start date and must have the right to live and work in the UK for the full duration of the apprenticeship.
  • Post-Brexit, EEA citizens must have settled or pre-settled status.
  • Must be resident in England

Employment:  The apprentice must be employed in a role relevant to the apprenticeship standard or start a new job that fits the programme content.

Education:

  • GCSE Grade 4/C or above in English and Maths is the desired benchmark.
  • If not already achieved, Functional Skills Level 2 in English and Maths must be achieved before EPA. (if applicable)
  • Note:Functional Skills training and assessment is funded as part of the apprenticeship for eligible learners.

No Dual Enrolment: Apprentices must not be enrolled on another training programme funded or non funded at the same time as the apprenticeship.

Role Relevance:The apprentice’s role must allow them to develop the knowledge, skills, and behaviours outlined in the standard.

New Learning:

  • The apprentice must not have previously achieved the same or equivalent learning outcomes as covered in the apprenticeship.
  • Prior qualifications in related areas do not necessarily make a learner ineligible, unless they significantly overlap.

Fully- or Co-funded

Eligible for full Levy funding

Price: £18,000