HR teams hold an unusual position with AI. They are asked to help the organisation adopt it, and they handle some of the most sensitive information in the business. We help HR leaders do both well.
Much of HR work is repetitive and document-heavy: drafting role profiles, answering the same policy questions, scheduling, and preparing onboarding material. AI can take a meaningful share of that effort off the team, leaving more time for the conversations that need a person.
The same tools raise serious questions about fairness, privacy, and trust. Screening candidates, analysing employee data, or monitoring performance with AI all need clear boundaries, human review, and careful communication.
For teams starting from nothing, or close to it. We take a group from general awareness to using AI with confidence in their own work, using that work as the material.
EXPLORE THE SERVICE +A structured assessment of where your organisation stands across five dimensions, with a prioritised view of where AI could create value you are not yet capturing.
EXPLORE THE SERVICE +A defined programme to set your AI strategy and lead the change across operations, marketing, and HR, from the first plan to new ways of working that last.
EXPLORE THE SERVICE +Automated screening can repeat patterns in historical hiring data, including patterns you would not choose to repeat. We recommend keeping people responsible for shortlisting decisions, testing tools for uneven outcomes before relying on them, and being open with candidates about how AI is used.
In South Africa, candidate and employee data is personal information under the Protection of Personal Information Act (POPIA), which shapes what may be processed, for what purpose, and how.
Because AI changes how almost every role works, HR is well placed to lead the people side of adoption: training, communication, and the understandable concern that AI puts jobs at risk.
Our view is that AI should make teams more capable, and we help HR teams communicate that honestly. It starts with their own use of AI, so they can speak from experience.
ABOUT OUR AI WORKSHOPS +Twenty-five questions across strategy, data and systems, people, governance, and execution. It takes about five minutes and ends with a scored report and a complimentary results review.
Yes, within the law. POPIA and employment legislation govern how candidate information is processed and how candidates are treated. We help you design responsible processes, and we recommend confirming specific uses with your legal advisers.
We do not approach it that way. Our aim is to take repetitive work off HR teams, so they have more time for work that needs judgement and care.
With a workshop built around the team's own tasks, or a short readiness review of the HR function. Both give you a clear view of where AI will help first.
How marketing teams can use AI across content, research, and reporting while protecting brand voice and quality.
READ MORE +How operations teams can automate repetitive work and improve reporting with AI, starting from reliable data.
READ MORE +How Praxes works as an AI consultancy for South African organisations, including POPIA and responsible AI.
READ MORE +Share a little about your organisation and what you are working on. One of us will reply personally and suggest a sensible first step, even if that step does not involve us.