Training built from the work your team already does
We do not run a course catalogue. We take your documents, your tools and the tasks in front of people this week, and build the sessions around them. Then we redraw the roles and handovers the new tools have changed.
Generic AI training is why the licences went unused
A team sits through two hours on prompt engineering, watches somebody demonstrate a chatbot summarising an article they will never need to summarise, and goes back to the work they had before. Nothing in the session touched a task they actually own. The second failure follows the first: where a tool does land and halves the time a job takes, the roles, the handovers and the headcount plan stay exactly as they were, so the saving disappears into slack. Neither of those is fixed by buying more licences, and neither is fixed by a course somebody else wrote.
What the work involves
- 01
AI literacy programme
Role-differentiated training, because the law calibrates the duty to a person's function and to the risk of the systems they touch. Attendance, assessment and refresh cycles are recorded, which is what turns training into evidence.
- 02
Team enablement on your own work
Sessions built around your documents, your tools and the tasks in front of people this week. They practise on real work rather than on a sample dataset.
- 03
L&D design
Curriculum, cohorts, assessment, and the internal capability to run the next cohort without us. We would rather build your L&D function than become it.
- 04
Organisation and role design
Where the work moved, we redraw the roles, the handovers and the spans of control around it. That includes the headcount arithmetic, which we would rather do in the open than leave a team to infer.
- 05
Workforce and capability planning
Which skills you need in eighteen months, which you can build internally, which you have to hire, and what each route costs.
- 06
Change and communication
What leadership says about AI and jobs, when they say it and to whom. Silence gets read as bad news, and it travels faster than any announcement.
- 07
HR policy for AI use
What staff may put into which tools, how AI-assisted work is reviewed, and what happens when someone misuses one. Written so a line manager can apply it without calling legal.
- 08
Board and executive briefings
What your obligations are, where the exposure sits, and which decisions belong to the board. Ninety minutes, no vendor pitch.
How this usually runs
What moves the price is headcount and role mix — the same material lands differently on a finance team and a claims team, and cutting it to the role is most of the work. The scoping call is free and is also where we tell you if a workshop is the wrong answer.
Scoping call, thirty minutes
What the training is for, who sits in the room, and what they need to be able to do on the Monday after. No charge, no deck. It is also how we tell you if a workshop is the wrong answer.
Workshop, half or full day
One team, one workflow, hands on their own work, with material to take away.
Literacy programme, 4 to 8 weeks
Design, delivery across cohorts, assessment and the evidence pack. Sized to headcount and role mix.
Organisation design, 6 to 12 weeks
Role and structure work where AI adoption has changed what the team does. Includes the communication plan.
Retained HR advisory, monthly
Standing support for an HR function running this alongside everything else it already owns.
What you get
- Role-mapped curriculum with the Article 4 rationale documented
- Live sessions, recorded where you want them reused
- Workflow playbooks specific to each team's tasks
- Assessment and completion records that stand as compliance evidence
- Revised role descriptions and team structure, with the reasoning written down
- Workforce plan covering build, hire and buy against each capability gap
- AI use policy for staff, and the manager guidance to apply it
- Communication plan setting out what leadership says and when
A good fit if
- Companies where licence uptake stalled after the first month
- Any provider or deployer with staff who operate an AI system, which is the reach of Article 4
- Leadership teams facing a restructure that AI adoption made unavoidable
- HR functions asked to write an AI policy with no precedent to work from
- Founders and professionals who want to be capable rather than dependent
Before you ask
Do you do HR work that has nothing to do with AI?
Yes. Organisation design, L&D and workforce planning are their own discipline and we practise them as one. Most clients arrive through an AI question and stay for the rest.
Is the Article 4 literacy duty enforceable?
It has applied since 2 February 2025. It is drafted as an obligation of result: you must ensure a sufficient level of literacy, calibrated to role and risk, rather than run a prescribed course. What demonstrates compliance is the evidence you keep, which is why our programme produces assessment and completion records instead of a slide deck.
Can you train non-technical teams?
That is most of the work. Finance, legal, HR, operations and marketing are where the usage gap is widest and where careless use costs the most.
Will you tell people their jobs are changing?
We help leadership say it, and we will tell you when the plan needs saying out loud sooner than you intended. Restructures leak, and a leaked one costs more than an announced one.
Do you coach individuals rather than companies?
Yes, alongside the corporate programmes. Get in touch and we will tell you whether it is worth your money.
Start with a scoping call
Thirty minutes. Tell us what you run and where it is going wrong, and we will tell you what we would look at first.