Head of People Operations: HRIS, Analytics, AI, 120+ Tools

This course contains the use of artificial intelligence.

People Operations connects the employee lifecycle to a reliable operating system. Here are 129 tools to build it: 105 ready-to-use templates, checklists, matrices and procedures, 15 models and methods, ChatGPT shown on screen and 8 working files.

Open a lecture, take the People Ops scope map, and mark what your team owns today.

Why People Ops runs on heroics

Nobody owns the handoffs between hiring, onboarding and payroll, service levels are not agreed, data lives in five spreadsheets, and AI tools are bought before the process is clear.

What changes after this course

Every stage of the lifecycle has an owner, a service level and metrics, HRIS and analytics show what is happening, and AI supports a process that already works.

What is inside: 129 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 16 downloadable resources: lecture presentations plus 8 working files, including a People Ops scope map, a salary band builder and an AI agent architecture canvas
• 105 ready-to-use tools inside the presentations:
• 31 templates and sample documents: hiring funnel SLA, 90-day onboarding journey map, AI agent architecture canvas, People Ops five-function dashboard
• 22 checklists: People Ops function ownership, hiring-to-onboarding handoff, HRIS selection criteria, HR data quality
• 21 scorecards, rubrics and matrices: RACI responsibility matrix, AI hiring tool selection, merit increase matrix, role-based HR data access
• 16 step-by-step procedures: AI screening workflow, automated onboarding workflow, performance calibration and documentation, salary bands and compa-ratio
• 7 question lists and scripts: onboarding conversations, performance cycle selection, exit interviews, HRIS vendor RFP
• 5 formulas and metric sets, plus 2 other working tools and 1 ready AI prompt: People Ops scope map, hiring funnel metrics, onboarding metrics and TTP measurement, day 14 and 30 pulse surveys, onboarding mirror surveys
• 15 models and methods explained with examples: Ulrich HR model, four Cs of onboarding, continuous feedback, EU AI Act risk classification
• 1 service shown on screen: ChatGPT

Where the tools are

Operating model and hiring (1 section, 20 tools). The People Ops scope and hiring systems.

Onboarding and performance (1 section, 41 tools). The 90-day journey and performance operations.

Pay, offboarding and relations (1 section, 34 tools). Salary bands, payroll, offboarding and employee relations.

HRIS, analytics and AI (1 section, 35 tools). HR technology, people analytics, AI agents and the 90-day plan.

Who is teaching

I am Mike, the #1 HR instructor on online learning, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

At Wargaming I helped build the shared services model. Shared services handle small transactional HR services: routine processes run efficiently through systems, answering calls, emails and requests. Centres of expertise create HR products and policies, and business partners bring them into the business. People Operations works when each part knows what it owns.

How to use the course

Go through the four sections in order: they follow the employee lifecycle. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 8 lectures across 4 sections, 7 hours
• 16 downloadable resources: lecture presentations and 8 working files
• 129 tools across the lessons, including 1 service shown on screen
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A online learning Certificate of Completion

Where to start

Write down the HR process that breaks most often in your company, then open the first section. Enrol now and start your first lesson today.