AI@Work Lab

AI for HR Enablement, Acceleration and Decision-Making

Your AI Advantage Starts
Before You Open the Tool.

Because the most valuable AI skill isn’t knowing which tool to use. It’s knowing what to ask, how to think, and where AI can create better outcomes in HR.Build AI thinking for real-world HR challenges.

◈ 15 October 2026
◈ 3:00 PM
Join the FREE Session
Rajess Samnotra Vinay Nijhawan
  • Vinay Nijhawan30+ years in HR Leadership
  • Rajess Samnotra30+ years in Technology Transformation
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The real problem

Access was never the gap.

People are experimenting with AI in some form or manner. No shared standards. No shared context. Not sure which decisions should even involve AI.

0
Real HR scenarios worked through in the Lab
0
Ready-to-use context-engineered HR prompts
0
Build your first working HR AI assistant
Individual experiments ≠ Capability
The HRBP who asks the right question gets a sharp answer. The one who doesn't gets noise — and may not know the difference.
More tools won't fix this
It's the thinking framework — when to use AI, what to give it, how to evaluate what comes back, and when to override it.
HR data is too sensitive for casual AI use
Candidate data, performance notes, comp discussions — already in AI prompts across HR teams. Without shared guidelines, that's a real risk.
The advantage goes to teams with better judgment
Sharp HR thinking, applied through AI, compounds fast. That's the specific capability the AI@Work Lab builds — context engineering, not just tool familiarity.
Why Now

Waiting has a cost.
So does moving without a plan.

◈
Governance is easier before habits form
Ad-hoc AI habits are harder to fix than to prevent. Set the standard before inconsistency becomes the norm.
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Practitioner-built beats self-taught
Trial and error is slow. Learning from people who've already made the mistakes — and built through them — is not.
◈
Context is the competitive edge — not the tool
Every HR has the same tools. The difference is context. That's a judgment advantage — and it's exactly what the Lab builds.
See how ready your team is →
The shift the Lab creates

From random AI usage
to structured AI capability.

Before the Lab
Everyone prompts differently, with no shared standard
Sensitive HR data pasted into AI tools with no guidelines
Output quality depends on who happens to ask
No one's sure which HR decisions AI should touch
→
After the Lab
A shared HR prompt library the whole team can use
Clear guardrails for what's safe to put into AI tools
Consistent, dependable output across the team
A working AI agent or workflow for a real HR task
Why HR specifically

HR has two jobs here.
Get good at AI. Help everyone else do the same.

Inside HR first
Better JDs, sharper comms, faster analysis — without losing the human judgment that makes HR work
Shared prompting standards so the whole team produces consistent, safe output
More time for the work only humans can do
Then across the organization
When AI changes roles and workflows, HR leads the reskilling conversation — not IT
Responsible AI policy is a people decision. HR should own it.
Organizations that get this right have HR leading change, not explaining it after
The Lab starts with HR's own work. The thinking it builds is what organizations will need HR to bring to every table.
Inside the AI@Work Lab

Not a presentation.
You work on actual HR problems.

The facilitators have run talent functions and made real people decisions. They know what a messy function looks like. The Lab is built around that — not slides.

1
Understand where you are
2
Apply to real HR work
3
Build something usable
4
Evaluate the output honestly
5
Know your next step
What you'll work on in the AI@Work Lab

Six areas. All grounded
in real HR work.

01
Context engineering,
not just prompting
Better output starts with better thinking — not better wording. You'll learn to give AI the context it needs to produce answers that are actually usable.
02
AI productivity across
the HR function
JDs, performance prep, comp research, stakeholder communication. You'll work through real HR tasks and see honestly where AI helps and where it doesn't.
03
Building lightweight
HR AI agents
One good prompt solves one problem. An agent solves it every time. You'll build one — for onboarding queries, screening, or policy lookups — without writing code.
04
Workflow automation
for HR
Not everything should be automated. But a lot of what takes HR hours every week could be. You'll map a real workflow and explore what automation actually looks like.
05
Human + AI
decision-making
AI will suggest. You will decide. This is about building the judgment to know the difference — especially in decisions that affect people's careers.
06
Responsible AI —
the HR standard
Bias. Privacy. Accountability. HR deals in sensitive human data. This covers what responsible AI use looks like specifically in HR — and what happens when it goes wrong.
Where it applies

Across the work
HR teams already do

Writing job descriptions Screening and sourcing Interview prep Offer and rejection comms Onboarding flows HRBP stakeholder prep Performance conversation notes Feedback frameworks Policy drafts Employee communication L&D content design Engagement analysis HR operations queries Comp research Workforce planning People data interpretation Exit interview synthesis
The goal isn't to automate everything. It's to know which parts AI is actually good at — so HR has more time for the parts only humans can do.
What you leave the AI@Work Lab with

Participants should leave
with more than notes.

✦

A clear roadmap for your AI journey — where you are, where to go, what to do first. A framework to build AI into your OKRs — so AI adoption becomes a measurable goal, not just an intention.

✦
Confidence using GenAI in real HR work — not just experimenting with it
✦
Prompts that actually work — written for your specific HR role and context, with a reusable HR prompt library
✦
A working AI agent or workflow blueprint — for a real, repeatable HR task
✦
The judgment to know when to trust AI output — and when to push back on it, with a clear view on responsible AI in HR — bias, privacy, accountability
✦
A shortlist of high-impact use cases specific to your function
✦
An honest next step — not a plan that sounds good but gets shelved
Who the AI@Work Lab is for

Who this Lab is built for

A quick look at who gets the most out of it.

Built for HR professionals like:
🚀
Beginning their AI adoption journey
🔧
Using AI informally, no standard yet
🔁
High-volume, repetitive HR workload
🏗️
Modernizing HR systems and processes
🌐
Scaling orgs and GCCs, distributed teams
🏭
Non-tech industries starting AI adoption
🎯
Want practical, responsible adoption — not more tools
Not a fit if you're looking for
A technical AI course for developers or engineers
Concepts without applying them to real work
A certification or badge, not a capability
AI to replace HR judgment, not sharpen it
October Cohort Open

Ready to build your HR-AI edge?

Book a Free Discovery Call with the Coach →
AI@Work Lab · Programme format

6+2 Hours. 10 People.
All Hands On.

Duration
6+2 hours
6 hours of session + 2 hours of live project, spread across 2 days
Delivery
Online
Offline can be arranged if your team size is large — reach out to discuss
Dates
Next cohort: 27th & 29th October 2026
Pick your choice of dates when nominating
Only 10 seats per cohort — kept small on purpose, to ensure hands-on coaching for every participant
Your facilitators

Not trainers. People who've
actually done this work.

Vinay Nijhawan
Vinay Nijhawan
LinkedIn

Co-Founder & Director, InvokBiz

Ex-founding team, Skuad (Payoneer) | Co-founder, PurpleLeap (Pearson) | 30+ years in HR leadership

Vinay Nijhawan is a builder of organizations.

Over the past three decades, he has worked with founders, startups, and global companies to design and scale teams that drive real business outcomes. His experience spans global workforce scaling, organizational design, leadership capability, and M&A integration.

Early in his career, Vinay had the opportunity to help build a world-class product organization from the ground up at Talisma—one of the few global product companies emerging from India in the early 2000s. That experience shaped his long-standing interest in how great companies are built, and his startup journey now spans more than 25 years.

Vinay has been both an operator and an entrepreneur. He was part of the founding team at Skuad, where he helped scale global workforce operations across more than 100 countries before the company was acquired by Payoneer. Earlier, he co-founded PurpleLeap, a pioneering hybrid learning company that scaled nationally to over 50,000 learners annually before being acquired by Pearson.

Across his career, Vinay has helped organizations navigate moments of transformation—rapid growth, global expansion, M&A, and structural change.

Today, he focuses on helping companies rethink how they build and scale teams in a borderless world, combining deep HR expertise with technology, AI, and modern talent models.

Rajess Samnotra
Rajess Samnotra
LinkedIn

Consulting Partner, InvokHR

Founder, RA BIZTEK | Ex IT & Digital Head APAC, Syngenta | 30+ years in technology transformation

Rajess Samnotra is a builder of digital capability inside large, complex organizations.

Over more than three decades, he has worked across Agriculture, FMCG, and Manufacturing, helping businesses translate strategy into technology-led growth. His experience spans Digital Transformation, Mobility, Cloud Computing, Advanced Analytics, RPA, AI/ML, IoT, and Blockchain, always with a focus on converting customer insight into scalable digital products.

Much of his career was built at Syngenta, where he spent over 16 years rising to IT & Digital Head, Asia Pacific and Location Lead for the India GIC. In this role, he built and implemented multi-year strategic technology roadmaps, scouted and scaled emerging technologies, and guided infrastructure, cloud, SAP, digital, and analytics teams. Earlier in his Syngenta tenure, he led business cases and system integration for major Mergers, Acquisitions, and Divestment projects, and drove business transformations by re-engineering processes and go-to-market models across verticals.

Rajess has been both an operator and an entrepreneur. Today, as Founder of Ra BizTek, he partners with startups to shape and drive their Go-To-Market strategy, helping them improve market penetration and adoption. He also serves as a Consulting Partner with InvokHR Solutions.

Across his career, Rajess has helped organizations navigate pivotal moments of change—digital transformation, M&A integration, and large-scale technology modernization—combining deep operational experience with a builder's instinct for what makes technology stick.

Three decades building HR. Three decades building technology. Both in the same room.
Programme pricing

Inaugural Batch Offer Live Now!

Early Bird
AI@Work Lab
Per Participant
₹16,999
₹9,999
Inaugural Offer Live for October Cohort
Only 10 Seats Per Cohort, Lock Your Seat Now
Not sure yet? Book a discovery call with the coach — we'll talk through fit, customization, and whether the timing is right for you. No obligation either way.
Talk to the Coach directly

Not sure if it's the right fit? Let's have a genuine conversation.

Tell us a little about yourself. We'll reach out within 24 to understand where you are, answer your questions, and help you figure out if the AI@Work Lab is the right next step for you.

No sales pitch. No spam. A 20-minute conversation with an HR practitioner.

Fields marked * are required.

Good questions

Things people ask

No. It's designed for HR professionals, not engineers. If you know what a JD is, you're qualified. Technical concepts come up, but they're always explained through real HR problems — not code.
Prompting is one part. The bigger focus is on context engineering — getting the thinking right before you write the prompt. The Lab also covers agents, workflow automation, decision-making with AI, and responsible use — all anchored in HR work specifically.
No. If you've opened ChatGPT at least once, you're fine. The Lab meets people where they are — we've had participants who use AI daily and participants who've barely touched it. Both leave having done useful work.
Yes. Many organizations nominate a cross-functional group — HRBP, TA, L&D, HR Ops, People Analytics. The nomination form lets you specify who and how many. If you want to discuss the right mix, a call helps.
Yes. If your team is large enough or the objectives are specific enough, a dedicated cohort can be arranged. Online or offline, depending on your location. Mention it in the nomination form or bring it up on a call.
We review the nomination, confirm the cohort details, and get back to you within one business day. If there's a fit issue or something to clarify, we'll suggest a short call. You won't be left wondering.
It's a short reflection tool — 5 minutes, no right or wrong answers. It helps you understand where your team is today, not measure you against an external standard. Good for figuring out whether the Lab is the right next step.
The Lab gives you a clear view of where to start. A full transformation roadmap — covering systems, processes, and org-wide change — is a different engagement. Where that conversation makes sense, InvokBiz can take it further. The Lab is usually where that conversation begins.
Yes. Participants receive a certificate of completion from InvokBiz, which can be shared internally or added to a professional profile.
Online cohorts are recorded and shared with attendees afterward, so a missed moment doesn't mean lost learning. Offline corporate sessions can be recorded on request, subject to participant consent.
A free ChatGPT (or similar) account is enough to get started. No paid subscriptions or special software are required — the Lab is designed to work with whatever your team already has access to.
Yes, particularly for dedicated corporate cohorts. Exercises and examples can be weighted toward your industry and the HR scenarios your team actually deals with. Mention this when nominating or bring it up on a call.
A private cohort exclusively for your organization, scheduling flexibility around your team's calendar, and the option to weight content toward your specific HR priorities — online or offline depending on location and group size.
AI@Work Lab

HR is going to lead this change. It starts with the people doing HR.

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Emailinfo@invokbiz.com
Phone+91 95605 06667
Websiteinvokbiz.com
InvOkbiz InvokHR AI@Work Lab