Trusted by leading organisations
The only task-level analysis of how AI changes specific roles in your company — and what HR needs to do about it. AIIA 1.0 set the de-facto standard for HR functions. AIIA 2.0 goes beyond HR and is now available for the whole organisation.
Know exactly how AI changes work in your organisation. Redesign roles and org, upskill people, and make the business case.
The reason: AI transformation stalls without task-level clarity.
Work is transforming faster than ever — but most companies are leaving the productivity gains on the table, because people don't adopt new tools or workflows when nobody has told them specifically how their work changes.
"Without a task-level picture, HR can't redefine roles, can't place the right people, can't build the right skills, and can't offer credible business case choices to leadership."
Without knowing what changes at task level, you can't redefine job profiles, update operating models, or plan team composition for the AI era.
Adoption fails when people don't understand specifically how their work changes. Resistance fills the vacuum left by vagueness.
Without a credible, company-specific analysis, HR has no standing to drive upskilling, placement, or the business case for transformation.
The AIIA analyses — at task level, per company-specific role — the impact of AI and delivers an individual roadmap. In five steps from scoping to a board-ready business case.
Define role clusters. Gather task documentation, strategy papers, current-state data, and existing IT stack.
Multi-pass AI maps task-level impact: what AI takes over, what new tasks emerge, how much capacity is freed.
Expert review plus a frontline survey removes bias and hallucinations. Results are validated before finalisation.
Role evolution, capability programme, tech stack recommendations, and sequenced rollout — built on your existing infrastructure.
Full cost model per cluster with synergy analysis, per-leader investment, and expected effects — ready for sign-off.
HR can start without IT involvement. The assessment phase works within HR's own mandate and budget. IT is only needed when implementation begins — which means HR can commission the AIIA, see the results, and build the business case before any cross-functional buy-in is required.
The HR-validated methodology now applies to any business function, with a company-specific knowledge-building step that makes results more granular, more contextualised, and more actionable.
"Built from a co-creation with 150 experts across 15 companies — and validated by 30 more."
Task-level AI impact analysis for HR roles
Pre-built knowledge base from 150 HR experts across 15 companies
Role evolution, upskilling, and roadmap for the HR function
De-facto standard: validated by 30 additional companies · delivered in 1 week
"The same rigour — now for frontline leaders, commercial teams, R&D, manufacturing, supply chain."
Everything in AIIA 1.0, plus full coverage of non-HR business functions
Extra iteration builds a company-specific knowledge base for non-HR roles — highly granular and contextualised results
Group Report for management plus individual Cluster Reports per role population
Full business case with per-leader investment figure and synergy model · delivered in 3–4 weeks
Leaders were spending less than half their time on actual leadership — the rest consumed by scheduling, documentation, coordination, and information management. AI could free that capacity. But without knowing specifically which tasks would change and how, no adoption would follow. The AIIA mapped it at task level, built the future role profile, and delivered a board-ready business case across six leader role clusters and approximately 2,300 people.
Five of six clusters reached or exceeded the leadership time target. Cluster C achieved the critical breakthrough — from below 50% to 60% — through AI support alone. Cluster F revealed that AI is insufficient where structural operating model issues dominate: itself a valuable finding.
Support Services: AI alone insufficient — structural operating model changes needed. Finding this is itself part of the value.
The AIIA is not a framework or a consultancy deck. It is an AI-powered analysis built on a co-created knowledge base — and refined through real deployments across real companies.
"The underlying knowledge base for HR impact was co-created with 150 experts across 15 companies, and by now validated by another 30. That's why the results hold up in the boardroom."
Trusted by leading organisations
Every AIIA delivers four concrete outputs: a Group Report, a Cluster Report per role population, a sequenced implementation roadmap, and a full business case — ready for board sign-off.
"The board saw the full picture — every cluster, every lever, one coherent plan."
Executive Dashboard: leadership time today and with AI, across all clusters
Cross-cluster role model — which roles evolve, which are created, what capabilities close the gap
Company-wide implementation roadmap in waves, with governance first and stop/go gates
Full cost and synergy model — per-leader investment with breakdown across all investment blocks
Anticipated management objections — and how to address each one
"Every cluster owner had their own report — specific, credible, actionable."
Task-level activity shifts: which tasks are relieved, which are new, with time percentages before and after
Leadership effectiveness: AI value by activity type, with explicit human boundaries
Future role definition — updated mandate, focus roles, and capability requirements per person
Tool selection — which AI tools, which scenarios, which sequence, mapped to your existing stack
Cluster cost model with training approach, change pressure rating, and risk assessment
Fixed scope. Fixed price. HR functions in 1 week — any business function in 3–4 weeks.
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