HR & People
Employee communication drafting
Draft internal communications — policy change announcements, company updates, manager briefings — from structured inputs. Ensures consistency of message and tone across the organisation.
50–70%
reduction in internal communication drafting time
Opportunity assessment
Negligible commercial impact. Saves time at the margins but won't move the needle on revenue or profit.
Very easy to implement. Ready-to-use tools exist. Can be up and running in days or weeks with minimal technical resource.
Minimal data complexity. Works with whatever is readily to hand. No special data infrastructure needed. Most businesses can start immediately.
Low risk. Limited external exposure. A human reviews output before it reaches anyone outside the team.
Very easy to absorb. Runs quietly in the background or gives people a helpful new input. Makes everyday work easier with almost no friction.
Tooling required
Things to consider
The communicator still owns the message. The AI structures and drafts; the HR or comms lead provides the substance and signs off the final version.
For sensitive communications — redundancies, policy changes affecting terms and conditions, health and wellbeing topics — legal and HR review before distribution is essential regardless of how the draft was produced.
Tone calibration is important. Corporate communications often default to a formal, distant register that employees disengage from. Brief the AI explicitly on the desired tone using examples of previous communications that landed well.
Employee communications are an underestimated trust signal. A communication that feels generic or written by committee (even if it wasn't) damages confidence. Personalise for audience, use plain language, and test on a small group before distributing widely.
Experiment starter: For the next planned company-wide communication, produce a first draft using an LLM from a structured brief (audience, key message, action required, tone). Have the communications lead edit and assess how much the AI draft needed to change. Track time saved. Also collect employee feedback on the communication itself to ensure AI-assisted drafts aren't perceived as less genuine.
Go deeper in the playbook
Section — Opportunity Identification, including the AI Opportunity Assessment ScorecardSection — The Experimentation FrameworkThis is an augmentation opportunity — see the relevant playbook section for how to approach it.More in HR & People
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Score applications against defined role criteria. Produces a ranked shortlist with rationale. Reduces screening time for high-volume roles.
HR policy knowledge base
A RAG system over HR policies, handbooks, and procedures that answers employee questions accurately. Reduces routine query volume to HR teams.
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