What is an HR AI inventory?

An HR AI inventory is a structured register of AI-enabled tools, features, workflows and experiments across HR, payroll, HRIS, recruitment, performance, learning, employee relations, shared services, analytics and vendor platforms.

Why does HR need an AI inventory before talking about governance?

HR cannot govern what it cannot see. The inventory creates the starting point for classification, ownership, human oversight, communication, DPIA/FRIA triggers and board or works council evidence.

Is the Sprint legal advice?

No. Spikesz Solutions provides practical AI Act readiness and HR operating model support. Legal interpretation, final policy language and worker or works council communication should be reviewed by the client's legal counsel.

What is the difference between an AI policy and an HR AI governance model?

An AI policy sets rules. An HR AI governance model defines inventory, classification, ownership, human oversight, evidence, escalation, monitoring, change control and operational responsibility.

HR AI Control Sprint

The AI evidence pack HR needs before the board, Legal or the works council asks for it.

A fixed-scope, three-week Sprint that gives HRIS, People Technology and HR Operations leaders the inventory, classification, governance and communication artefacts needed to bring HR AI under control.

Duration

3 weeks

Fixed fee

€18,000–€22,000

Purpose

HR, Legal & Compliance evidence

Book a Sprint Fit Call See the six deliverables

HR AI Control Sprint — at a glance

What this is: A fixed-scope, three-week Sprint that creates an HR AI evidence pack for organisations that need to understand where AI is being used, how use cases should be classified and what governance gaps need to be addressed.
Who it is for: HRIS, People Technology, HR Operations and HR Compliance leaders in European or EU-exposed organisations where AI is already live, vendor-enabled or planned.
Problem it solves: HR is being asked for AI governance evidence before it has a consolidated inventory, classification view, ownership model or communication plan.
What you receive: An HR AI inventory, AI Act risk classification matrix, provider/deployer assessment, governance roadmap, worker/works council communication templates and HR AI policy starter pack.
Typical timeline: Three weeks. Starts with stakeholder interviews and ends with an executive briefing and handover pack.
Best next step: Book a Sprint Fit Call →

You are being asked to produce governance you do not yet have.

The request usually sounds simple:

"Can HR produce a register of all AI tools?"
"Do we know which use cases may be high-risk?"
"Has the works council been informed?"
"Who owns human oversight?"
"Are these use cases in the DPIA register?"
"Can we show the board that HR has control?"

The problem is that the answers are scattered across HR, IT, Legal, Payroll, vendors, implementation teams and local processes. The Control Sprint pulls those threads into one practical evidence pack.

Experience base

Spikesz Solutions brings 25 years of enterprise HR technology delivery experience across complex HR systems, payroll, multi-country rollouts and post-go-live stabilisation.

BoschHeinekenABN AMROLyondellBasellVattenfallJustEat TakeawayAccenture

Six artefacts. One controlled starting point.

Each Sprint delivers six practical artefacts designed for use with HR, Legal, DPO, Compliance and senior stakeholders.

HR AI Inventory

A structured register of AI-enabled tools, features and workflows across HR, payroll, HRIS, recruitment, performance, shared services and vendor platforms.

Use case	System	Owner	Status
Policy Q&A	Platform A	HR Ops	Live
CV screening	ATS	Talent	Pilot
JML routing	HRIS	TBD	Planned

Anonymised preview

AI Act Risk Classification Matrix

Each use case mapped to a likely risk category based on intended purpose, affected population, process area and decision impact.

Minimal risk: Policy Q&A, document routing

Limited risk (transparency): Chatbot, summarisation

High risk — review required: CV scoring, performance

Anonymised preview

Provider / Deployer Role Assessment

A practical assessment of whether the organisation is acting as deployer, provider or in a more complex role.

Deployer role confirmed

Using vendor AI within original purpose

Review required

Substantial customisation detected

Anonymised preview

HR AI Governance Roadmap

Ownership, human oversight, escalation, evidence logs, vendor due diligence and DPIA/FRIA triggers.

Ownership model (RACI)

Human oversight definition

Escalation routes

Evidence & logs

DPIA / FRIA triggers

Vendor due diligence

Review cadence

Anonymised preview

Worker / Works Council Communication Templates

Ready-to-adapt drafts for employee, candidate and works council communication, aligned with HR practice.

Employee notice template

We use [AI tool] to support [process]. A human reviews all [outcomes]…

Works council briefing

Purpose, scope, data used, human oversight, review rights…

Anonymised preview

HR AI Policy Starter Pack

A practical HR-side policy covering acceptable use, personal data, shadow AI, AI-generated communications and human review.

Acceptable use boundaries

Personal data handling

Shadow AI prohibition

AI-generated communications

Candidate transparency

Human review obligation

Escalation pathway

Anonymised preview

A focused three-week engagement.

Week 1

Map and gather

Stakeholder interviews (up to 8)
Existing documentation review
Vendor and platform scan
Initial AI use-case capture

Week 2

Classify and structure

Use-case classification
Provider / deployer assessment
Ownership mapping
Governance gap identification
Communication requirements

Week 3

Build and brief

Final evidence pack
Governance roadmap
Policy starter pack
Executive briefing
Recommended next steps

Clear scope. No consulting fog.

Included

Up to 8 stakeholder interviews
Review of HR AI, HRIS, vendor and policy documents
AI inventory build
Use-case-level classification
Provider / deployer role assessment
Governance roadmap
Worker / works council communication templates
HR AI policy starter pack
Final executive briefing
Up to two follow-up advisory sessions

Not included

Legal advice
Final legal sign-off on policy or worker communication
Full AI implementation
Vendor contract negotiation
Technical system integration
DPIA completion on behalf of the client

Best fit for organisations where AI is already moving faster than governance.

The Sprint is designed for organisations with 2,000–12,000 employees, regulated or works-council-exposed environments, and at least one meaningful AI use case already live, vendor-enabled or planned.

Legal or Compliance has asked for an AI inventory

The DPO has flagged missing documentation

A works council has asked questions about AI

Vendor AI features have been enabled without clear classification

HR AI pilots exist but no one owns the operating model

A SuccessFactors, Workday, ServiceNow or Copilot rollout includes AI-enabled features

Next step after diagnosis

The Sprint gives you control. The next step is implementation.

Once the inventory, classification and governance gaps are clear, Spikesz Solutions helps identify the first HR AI workflow worth implementing — with human escalation, ownership, adoption support and post-go-live control.

See Governed HR AI Workflow Implementation →

HR AI Control Sprint FAQ

: An HR AI inventory is a structured register of AI-enabled tools, features, workflows and experiments across HR, payroll, HRIS, recruitment, performance, learning, employee relations, shared services, analytics and vendor platforms.
: HR cannot govern what it cannot see. The inventory creates the starting point for classification, ownership, human oversight, communication, DPIA/FRIA triggers and board or works council evidence.
: No. Spikesz Solutions provides practical AI Act readiness and HR operating model support. Legal interpretation, final policy language and worker or works council communication should be reviewed by the client's legal counsel.
: The Sprint can include AI-enabled use cases or features across platforms such as SAP SuccessFactors, Workday, ADP, ServiceNow HRSD, HiBob, Personio, Microsoft Copilot and relevant HR or payroll vendor tools.
: The Sprint creates control and evidence. The next step is usually to select one bounded HR AI use case and implement it as a governed workflow with human oversight, audit trail, ownership and post-go-live controls.
: An AI policy sets rules. An HR AI governance model defines inventory, classification, ownership, human oversight, evidence, escalation, monitoring, change control and operational responsibility.

Need the evidence pack before the next governance meeting?

Book a Sprint Fit Call to check whether your organisation is a fit for the HR AI Control Sprint.

Book a Sprint Fit Call