I've been building an AI copilot for my HR work 🤖 . Not a chatbot. An actual system I point my Claude Code agent at everyday as my thought partner and assistant to help me get things done faster with higher quality judgment. And honestly? One of the most fun things I've worked on.

The idea was simple: stop rebuilding context in every chat. Turn my repeatable workflows into skills Claude just runs. Three favorite ones so far that have changed how I work 👇

📈 Performance Diagnostic: Guides managers through a structured and tailored performance framework, analyzes their documentation, and auto-generates a Performance Feedback Timeline that they can share with my PBP team. What used to be a 45-minute conversation now starts with a prompt.

🎯 Tone Matcher: I drop in raw thoughts: bullet points, brain dumps, half-formed ideas and it turns them into a message that actually sounds like me. The skill analyzed how I actually write and talk across hundreds of real messages. The output sounds like me on my best day.

⏰ End of Day Manager Review: Pulls from meeting notes, calendar, and Slack. Surfaces open threads and gives me feedback and coaching on how I did in minutes.

⚡ What makes it all work: Claude connectors + Zapier MCP. Claude talks directly to Google Drive, Slack, Calendar, Granola and many more so these aren't just prompts. They're connected, living workflows. The possibilities feel endless.

Being at Zapier, watching what my teammates are building every day is genuinely inspiring. It pushes me to keep experimenting and learning.
And yes, my claude agent wrote this post for me 😆

🧡 Who else has favorite workflows or skills they've built? Would love to hear what you're building!

PS. want to learn more about how Zapier and other companies are enabling this builder mindset across the whole company? Sign up for our AI Leaders Lab to hear more: https://lnkd.in/g6YJeQgV

been in HR for 6 years and just got access to Claude for our team, trying to figure out what's actually useful vs. what's just hype, so far I've used it to: draft job descriptions (saves me like 30 min each), summarize exit interview notes into themes, help managers phrase tricky feedback emails

that said feel like im barely scratching the surface, what are you all actually automating or streamlining with AI tools? specifically curious about:
- anything that's saved you legit hours per week
- tasks you WISH you could automate but haven't figured out how
- things that flopped/weren't worth it

not looking to replace the human part of my job, just trying to spend less time on the tedious stuff so I can actually talk to people ... tips appreciated

Drafting emails with ChatGPT.

Rephrasing messages.
Occasionally doing a deeper dive into an HR topic I wanted to understand better.

This is how I’ve been using Generative AI for the past couple of years.

Useful, yes.

But in hindsight, I realise I was barely scratching the surface.

Over the past few weeks, I’ve started experimenting with ChatGPT, Claude and Gemini in a very different way — using them to support some of the everyday work we do in HR.

I wouldn’t say I’ve figured it out yet.

But the early experiments have been interesting.

Like many HR professionals, I assumed that using AI in HR would eventually mean adopting some specialised platform built specifically for HR teams.

But while experimenting, I realised something simpler.

Many everyday HR tasks can already be supported by the general-purpose AI tools that most of us already have access to:

- Drafting policies
- Structuring learning content
- Thinking through onboarding journeys
- Designing employee surveys

The interesting part is that these tools don’t come with ready HR templates.

Which means you have to shape them around your organisation’s language, processes and culture.

And that’s where the learning really begins.

I’m still very much in the experimentation phase.

Some things work surprisingly well.
Some things don’t.

But the possibilities are interesting enough to keep exploring.

I have a feeling many of us in HR may already be using these tools in small ways without fully exploring what else they might help with.

Curious — how are others in HR using AI today?

AI in HR – Experiment Log (1/8)

“Do you use AI for your LinkedIn content?”

I’ve been asked this question a lot lately. I’ve also had a few people flat-out accuse me of using AI to write my posts.

So let’s clear that up.

Yes, I use AI — but in a very limited way.

The ideas, opinions, stories, and perspectives you see in my posts are 100% mine. They come from my experiences in talent acquisition, recruiting, and thousands of conversations with professionals over the years.

AI doesn’t generate my thinking.

What it does do is help me with two things: grammar and professionalism.

I didn’t grow up in an academic writing environment. I grew up on the street. If I posted my raw drafts without cleaning them up first, there’s a very real chance many of them would begin with something like:

“Listen smartass…” or “Hey listen jerk…”

And if you’ve ever heard me talk in real life, you’d also know I have a habit of chasing three different subtopics in a single paragraph.

AI helps me tighten the writing, fix the grammar, and keep the message focused.

That’s it.

The thinking is mine.
The experiences are mine.
The opinions are mine.

AI simply helps me present them in a way that’s clear and professional.

And if that bothers someone, feel free to scroll on.

I’m plenty busy and don’t need every LinkedIn troll stopping by the comments.

Now I’m curious…

How many of you are using AI to refine or edit your writing?

When AI tools like ChatGPT first became popular, I’ll admit that coming from old school I was quite curious but still cautious.

As an HR professional, a big part of my day goes into drafting policies, writing emails, preparing presentations, and structuring documents. The first time I used AI for a policy draft, I was impressed. It gave me a clean structure in minutes, something that would normally take much longer to format.

But here’s what I also learned.

The draft was good BUT generic. It lacked our company values, culture, may be a detailed local compliance nuances, and the tone we stand for. That’s when it struck me: AI can give you a framework, but it cannot give you judgment.

Now, I use AI differently. I don’t ask it to “create everything.” I share my framework, my thoughts, my objective and then ask it to refine, rephrase, or strengthen it with research.

The good: saves time on transactional work, helps overcome writer’s block, improves structure and clarity, and frees me to focus on core HR priorities—people, culture & strategy.

For me, AI is not replacing HR fundamentals. It is shifting how we spend our time. Less on basic chores, more on meaningful impact.