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Claude for HR teams

Claude for HR: more time for your people.

HR teams write constantly: job descriptions, policies, onboarding packs and answers to the same questions every week. Claude takes on the drafting and the repetition, so HR can spend more time on the conversations that need a person.

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Project · Staff handbook

How many days of holiday can I carry over?

You can carry over up to five days into next year, and they need to be used by the end of March.Staff handbook · Section 6.3

Can I talk to someone about a personal matter?

Of course. Please don't share personal or health details here. You can book a confidential chat with the HR team directly.
● Book with HR

Illustrative example

Safe use

People decisions stay with people.

The safeguards we build into every rollout for HR teams, and train the team on.

  • Decisions about individuals, such as hiring, discipline or pay, are made by people, not by AI.

  • Health information and other special category data never go in.

  • Personal employee information, such as pay, disciplinary or absence records, stays out.

  • Recruitment content is reviewed for fairness and accuracy before it is published.

Free AI usage policy template What would Claude cost your team?

What Claude helps with

Less drafting, more time for your people.

  • Job descriptions and adverts

    Clear, inclusive job descriptions and adverts drafted from a short brief, in your house style.

  • Policy first drafts

    Draft or refresh policies in plain English from your existing documents, ready for review.

  • Onboarding packs

    Welcome guides, first-week plans and checklists tailored to each role.

  • An employee FAQ assistant

    Answers to common questions about leave, expenses and benefits, drawn from your own handbook.

  • Training material

    Turn a policy into a short guide, a quiz or talking points for a team briefing.

  • Survey and feedback summaries

    Themes from anonymised engagement survey comments, summarised for leadership.

How it works

A careful rollout for HR.

  1. 01

    Agree the rules

    What stays out, such as health, pay and disciplinary information, and who can use the tools.

  2. 02

    Start with documents

    Job descriptions, policies and onboarding packs, which need little or no personal data.

  3. 03

    Build the handbook assistant

    Answers routine questions from your handbook and routes anything sensitive to HR.

  4. 04

    Train and review

    Hands-on training for the team, then a review of how it is used after a few weeks.

Prompts to try

Copy, paste, adapt.

Starting points written for HR teams. Replace the [brackets], leave out names and anything personal or sensitive, and check the output before you use it.

  • Job description

    Write a job description for a [role] at a [size and type of business]. Responsibilities: [list]. Must-haves: [list]. Keep it under 400 words, use inclusive and plain language, avoid jargon, and only include requirements that are genuinely essential.

  • Policy in plain English

    Rewrite the attached [policy] so any employee can understand it. Keep every rule and obligation, but use short sentences and headings, add a one-paragraph summary at the top, and list anything that is unclear in the original for me to check.

  • Survey themes

    Here are comments from our staff survey, with names and anything that could identify a person removed. Group them into the five most common themes, give a short summary and two representative quotes for each, and note any themes that need urgent attention.

Want prompts like these built into your team's setup? See Projects and Skills.

Questions

Good questions.

Something else on your mind? Ask us directly.

Can HR use Claude with employee data?

Keep personal employee information out. Most HR work, such as policies, job descriptions, onboarding packs and training, needs none. Health, pay, disciplinary and absence information should never go in. If you are considering any use involving personal data, check your obligations and whether a data protection impact assessment is needed before you start.

Should we use AI to screen CVs?

We advise against putting candidates' CVs and applications into general AI tools, and against using AI to rank or reject people. Use Claude for the parts that need no personal data, such as fair job adverts, interview questions and scoring guides, and keep people making every decision.

Can Claude answer staff questions about our policies?

Yes. A Project or assistant built on your own handbook can answer routine questions, and should be set up to tell staff not to share personal details and to point them to a member of the HR team for anything sensitive.

Further reading

From AI curious to AI capable

Find out what AI can do for your business.

Start with an audit. You will know exactly where AI fits, what to do first and what it should give back. Your report looks something like this.

Book an AI audit director@hizmedia.com