AI for
HRBP.
7 agents
of your routine.
Bain estimates: HRBP loses 15–20% of weekly time on transactions. Gartner: up to 65% of work will move to automation. And you want to be a strategic business partner, not an HRIS operator. This course shows how.
skills as bonus
45 minutes
XLSX/DOCX
for Claude
Claude Skills
Routine creates
the illusion of busyness.
Business expects strategy.
You open Outlook in the morning — 47 unread. You prepare every 1:1 briefing by hand. The performance cycle is hell of reviews, calibrations and PIPs. Engagement survey arrived — and sits in Excel because there is no hour to dig in. Transactional work eats up up to 25% of your time, per Bain. And the business partner expects not an HRIS summary from you — but numbers, risks and decisions.
«AI in HR» courses typically give you 30 prompts in an Excel file. You copy them once, then forget. A week later — back to doing it by hand. Because a «prompt» is not a tool. A tool is an AI agent that works for you on schedule. And this is no longer the future: Anthropic's HR plugin for Cowork shipped in February 2026, and Skills change everything the way Claude Code changed development.
🚀 This course is not about pretty prompts. It is about 7 AI agents that cover the whole employee lifecycle: hiring, performance, analytics, change. After the course you have 10 ready Skills, 5 scheduled tasks running on their own, and 10+ hours a week returned to strategic work.
Join the Telegram HR community →MONDAY
Not topics. Layers. Operating system of your HRBP role.
Each layer is a routine you do by hand today. The course assembles all seven into a single system: from role posture to AI agents in production. P·A·R·T·N·E·R is not an acronym to memorize. It is a transformation route.
- P
HRBP role posture in the AI era
HRBP stops being an HR operator and becomes an AI-augmented business partner. It is not the task list that changes — the operating system changes: mindset, rituals, tools.
Today: putting out fires · Tomorrow: predicting them - A
Hiring & onboarding with AI
Partnering with hiring managers, candidate scoring, interview briefs, 30/60/90 plans for new joiners. Everything that takes hours in Notion and Slack — assembled with AI‑prompts and templates.
Today: 5 hours on a hiring brief · Tomorrow: 8 minutes - R
Performance & coaching with an AI‑partner
1:1, performance review, calibration, growth talks, PIP recommendations. AI becomes a sparring partner for HRBP: prepares briefs, surfaces signals, suggests feedback wording.
Today: review in two weeks · Tomorrow: in two days - T
People analytics → $‑insights
Translating people data into the language of business: attrition into lost revenue, engagement into a productivity gap, time-to-fill into cost of vacancy. HRBP stops being the one who «brings numbers» — and becomes the one who brings decisions.
Today: dashboard without a story · Tomorrow: 1-page brief for C-level - N
Change & communication
Restructurings, layoffs, new policies, AI debates inside the team. HRBP is a change conductor: AI prepares messaging maps for different audiences, FAQs, scenarios of team questions.
Today: comms on the fly · Tomorrow: 360° plan before launch - E
Building your own AI‑agent
From prompt to agent: Cowork, MCP, Claude Skills. HRBP assembles an assistant for their role — without waiting for IT to «provide AI». This is a technical skill at the «assemble a kit» level, not programming.
Today: waiting for an IT initiative · Tomorrow: HRBP — owner of the agent - R
Agents in production
Launching scheduled tasks, quality monitoring, prompt iteration, retraining. This is the layer where the course separates from «played with prompts — forgot»: you leave with agents that run every morning without you.
Today: ad-hoc questions to Claude · Tomorrow: 5 scheduled agents per week
7 sessions ·
7 layers of PARTNER ·
7 AI agents.
Each session = one letter of the PARTNER framework = one AI agent for a specific HRBP task. From Claude Project setup to production-ready scheduled tasks that run on their own.
01 AI-augmented HRBP: the new operating system for your role
How to free up 10+ hours a week and become a strategic business partner
AI-augmented HRBP: the new operating system for your role
- Evolution of the HRBP role: from the Ulrich model to Workforce Architect (Reejig, 2026)
- HRBP task map: 14 categories and where AI gives maximum leverage (Bain benchmark: 15–20% of time)
- End-to-end course framework: AAA cycle — Augment → Automate → Architect
- Claude stack for HRBP: Chat, Projects, Skills, Cowork, MCP connectors
- Your first Project in Claude: «My Business Unit» — context Claude always remembers
- Ethics and privacy: what not to upload to AI (PII, salary, medical data); GDPR-light checklist
02 Hiring Partnership: AI in recruiting and onboarding
Job profile, resume screening, hiring manager intake, 30-60-90 plan — in an hour, not a week
Hiring Partnership: AI in recruiting and onboarding
- HRBP in recruiting: 5 leverage points (intake → JD → screening → debrief → onboarding)
- AI-generated Job Profile from a business task: the JOB-TBD framework
- Hiring manager intake: Claude as a coach for the business partner
- Screening 50 CVs in 10 minutes: a prompt with scorecard and red flags
- Structured interview kit: behavioral questions matched to the company competency model
- 30-60-90 onboarding plan: Claude generates it for the role + your business context
- Edge case: CVs with personal data cannot be uploaded — anonymization workflow
03 Performance & Coaching: an AI partner for 1:1s and reviews
Performance reviews, calibration, PIP, STAR-F feedback — without HRBP burnout
Performance & Coaching: an AI partner for 1:1s and reviews
- Performance management 2026: PACE Loop (Plan → Align → Coach → Evaluate)
- AI prep for 1:1s: a manager briefing in 5 minutes (employee history + 3 questions)
- Performance review: Claude as a QA partner (does not write for the manager — checks quality)
- Calibration sessions: AI analysis of rating distribution and bias red flags
- PIP builder: a 6-week plan with metrics and check-points
- Feedback frameworks inside AI prompts: SBI and STAR-F (with a Gallup example)
- AI coach for tough conversations: role-play simulation before an employee relations case
04 People Analytics for HRBP: from data to $3M insights
Engagement, attrition, sentiment — how Culture Amp moved from «72» to «$3M risk»
People Analytics for HRBP: from data to $3M insights
- People analytics maturity scale: Descriptive → Diagnostic → Predictive → Prescriptive
- An HRBP dashboard in 30 minutes: upload CSV to Claude, get headcount, salary, tenure heatmap
- Engagement survey analysis: SWOT + 3 actionable insights per division
- Attrition deep-dive: predicting turnover risk on 6 indicators
- Sentiment analysis: thematic analysis of exit-interview and pulse-survey comments
- Translating data into a business case: the «engagement → revenue impact» formula
- Executive briefing: a 1-page summary for a business leader (prompt template)
05 Change & Communication: HRBP as a change conductor
Org changes, tough communications, employee relations — with AI while keeping the human touch
Change & Communication: HRBP as a change conductor
- Change management for HRBP: ADKAR + Kotter in the AI era
- AI drafts for tough communications: layoffs, reorgs, benefits changes
- Stakeholder mapping: Claude helps build an influence map and a comms plan
- Employee Relations: prep for tough conversations via role-play simulation
- Town hall and all-hands: turning engagement data into a narrative for the leader
- AI as a «skeptical reader»: pressure-testing communication through the eyes of 4 audiences
- Where AI will NOT replace HRBP: empathy, trust, cultural context
06 Building your first AI agent: Cowork, MCP and Skills
Turning repeating prompts into working AI tools
Building your first AI agent: Cowork, MCP and Skills
- AAA cycle finale, part 1 — Architect: from prompt to your own AI tool
- Claude Cowork vs Chat: what changes when Claude has access to files and apps
- The Anthropic HR plugin out of the box: offer letters, onboarding plans, performance reviews
- What a Skill is: SKILL.md format, slash commands, reuse
- Building your first HRBP Skill live: packaging `/hrbp-1on1-brief` from Session 3
- MCP connectors for HRBP: Gmail + Google Calendar + Google Drive
- Security and privacy: which data must not flow through MCP
- A checklist to validate your Skill before using it
07 HRBP agents in production: automating the routine
Launch agents into autonomous work and reclaim 10+ hours a week
HRBP agents in production: automating the routine
- AAA cycle finale, part 2 — Run: the agent runs without you, on schedule
- Scheduled tasks for HRBP: 5 routines (weekly attrition heatmap, monthly engagement digest, Friday team pulse, exit-interview summary, Monday calendar prep)
- Cross-app workflow: engagement analysis in Excel → a ready presentation in PowerPoint
- Computer Use and Dispatch: when AI works on your screen while you do something else
- HRBP Skill Library: 10 ready Skills as a bonus (with customization instructions)
- Final case: a Middle HRBP work week before vs after rolling out PARTNER
- Time-savings metrics: how to prove the ROI of your AI stack to leadership
- What is next: a deepening roadmap (Claude Code for HR, MCP servers for your own company)
Not a prompt
collection —
operating system
of your role.
If you have
1–3 years
in the HRBP role
- 01 HRBP in IT, fintech, retail, e-commerce — supporting 1–2 business units
- 02 People Partner / People Operations — same job, different title
- 03 HR Generalist growing into the HRBP role and looking for an AI edge
- 04 HR Manager / HR Lead who wants to equip the team with AI tools
What you will
learn to do
- Screen 50 CVs in 10 minutes with scorecard and red flags
- 1:1 briefing in 5 minutes instead of 40
- Performance review QA: check quality instead of writing it by hand
- A dashboard from CSV in an hour — without a BI team
- Engagement survey → 3 priority interventions with $-impact
- Draft tough communications (layoffs, reorgs) tested against 4 audiences
- Build your own Claude Skill for a recurring task
How this course
is different
A ready AI stack
for everyday work
XLSX/DOCX
for Claude
Claude Skills
tasks
Three packages. One choice changes everything.
One course — for $500. Access to the entire academy — for $1 000. Same one-year length. Same platform. Just 2× more expensive — and 160× more courses. That is why the central package is not a marketing trick. It is the best deal on this page.
One course
- → 7 recorded sessions
- → 21 XLSX/DOCX templates
- → 21 AI prompts for Claude
- → 10 ready Claude Skills
- → Personal account + assignment review
- → Accredible diploma
The whole academy
- ★ This entire course — included
- ★ + 160 courses from the academy
- ★ New courses — weekly
- ★ Full catalog: HR, AI, recruiting, C-level
- ★ All templates, prompts, Skills
- ★ Accredible diplomas for every course
Team
- → Everything in the subscription × 10 seats
- → 160+ courses for the team
- → Progress dashboard for the HR leader
- → Corporate invoice
- → Fits the company HR team
- → Bulk training for the whole function
Six steps — and you are in a new flow of work.
The course does not end with a diploma — it ends with scheduled agents running in your Cowork, preparing every morning what you used to do by hand. Here is how it works step by step.
- 01
Sign up and pay
Pick a package — Standalone $500, Subscription $1 000 or Team $2 500. Pay by card or invoice. Access opens within an hour.
- 02
LMS access
Personal account in Pritula Academy. There — all sessions, templates, AI prompts, Claude Skills. A starter checklist and the first assignment are waiting at the entrance.
- 03
Recorded sessions with Mike
All seven sessions are pre-recorded — watch them at your own pace. Mike walks through every PARTNER layer on concrete cases. The recordings stay with you for a year. No fixed schedule, no Kyiv timezone — start when you want.
- 04
Assignments on your real cases
Every assignment is tied to your context: team, business, metrics. Submit in the LMS — Mike personally reviews and sends feedback. Not «looked and liked it», but concrete improvements.
- 05
Building AI agents for your role
In sessions 06–07 — you build not just one prompt, but 10 ready Claude Skills and set up scheduled tasks in Cowork. After the course the agents run every morning without you — that is the main artifact of the program.
- 06
Accredible diploma
Submit every assignment — receive a digital Accredible diploma. Same platform as Google, Udacity, Kaplan. Posts to LinkedIn in one click with a verifiable link.
AI for HRBP : 7 agents of your routine
- 01 Posture: HRBP operating system ✓
- 02 Acquire: hiring with AI ✓
- 03 Review: performance with AI ✓
- 04 Translate: people analytics in progress
- 05 Navigate: change comms soon
- 06 Engineer: build the agent soon
- 07 Run: agents in production soon
saved
Not sure? Try it for free.
The bot will send you the first session of AI HRBP — full length, no sign-up, no card request, no email. Just open Telegram and tap Start.
- 01 The full first session — no teaser, no cut-down version. What paying students see.
- 02 Already taken this one? The bot will send first sessions of other academy courses — pick by interest.
- 03 No subscriptions, no sales inside the bot. Just materials — on your time, on your terms.
Just Telegram — and tap Start.
A diploma recruiters recognize — and LinkedIn verifies.
After completing the course — a digital diploma on Accredible. Same platform as Google, Udacity, Kaplan, Rosetta Stone. Not a PDF. Not a scan. A verifiable link that you paste into LinkedIn with one click.
What this means in practice
- 01
One click to LinkedIn
Right from Accredible — the «Add to LinkedIn» button. The certificate appears in the Licenses & Certifications section with the academy logo and a live verification link.
- 02
Verifiable forever
Any recruiter can check authenticity at the link — credential.net/ your-id. Even 5 years later. That is the difference between «took the course» and «can prove it».
- 03
The same platform the leaders use
Accredible issues certificates for Google, Udacity, Kaplan University, Rosetta Stone. The standard for corporate learning programs.
- 04
Included in the course price
No extra fees for a «completion certificate». Submit every assignment — receive the diploma automatically. The academy subscription gives a diploma for every course you complete.
Behind the course stands one person — and 20 years of work.
Mike Pritula — author of the HR system at Preply 🦄 (valued at $1.2 B), founder of Pritula Academy and PapaHR. 20 years in HR. Builds every course personally — no producers, no ghostwriters, no assistants.
↳ What backs it
- certifications PHRi · SHRM-CP · HCI sHRBP — HRCI representative in the region
- influence Top-10 HR in Eastern Europe · HR Person of the Year in several countries
- content 2× Silver Play Button — Pritula Academy RU (250K) + PapaHR EN (100K+)
- books «The Million-Dollar Resume» · «AI in HR» — translated and on sale
Pritula Academy in numbers
Answers to
the questions
most often asked.
10 real questions from HRBPs considering the course. If yours is not here — write to us directly (contacts below).
Q1 Will the course work if I am just starting as an HRBP?
+
The course is built for Middle HRBPs with 1–3 years of experience who already know the basics and want to amplify their role with AI. If you are stepping into the HRBP role from HR Generalist or another role, we recommend first taking the foundational HR Business Partner course to master the operational part of the role. This course will then add AI tools for every layer of the PARTNER framework. Senior HRBPs also benefit — the material brings new tools to daily work.
Q2 Do I need to know Claude or AI before the course?
+
No. The first session covers Claude Project setup from scratch — from account registration to building a «My Business Unit» Project where Claude remembers your business-unit context. All 21 course prompts come ready — copy, adapt to your context, get the result. If you already use ChatGPT — switching to Claude takes 10 minutes. If you have never used AI — the course brings you up to speed in the first 30 minutes of the first session.
Q3 How much time does the course take?
+
Seven recorded sessions of 45 minutes each, plus 1–2 hours per session for the assignment. Self-paced — start any time, finish at your own speed. Recordings stay in your personal account for one year. You can ask questions in writing in the Telegram chat at any time — Mike Pritula answers personally. No fixed dates, no Kyiv timezone — the course is fully on-demand.
Q4 How is this course different from Claude AI for HR and AI in HR?
+
All three courses focus differently. AI in HR is an overview of 30+ AI tools across the whole HR function. Claude AI for HR is a deep dive into Claude as a platform for HR tasks, with a focus on prompting skills. This course is the only one sharpened for the HRBP role: 7 sessions × 7 layers of the PARTNER framework × 7 AI agents for daily tasks (1:1, performance, analytics, change, scheduled tasks). If you are an HRBP — take this one.
Q5 Will the course work for recruiters and non-HRBPs?
+
If you are a recruiter — better pick Claude for Recruiter: it covers your tasks more precisely (sourcing, screening, hiring manager intake, candidate experience). This course is for people who work with the performance cycle, engagement, change communications and business-unit analytics — meaning HRBP, People Partner, People Operations or an HR Generalist growing into HRBP. People Managers and HR Leads also find value — especially in Session 4 (analytics) and 6–7 (Cowork and Skills).
Q6 Are paid subscriptions on Claude required?
+
For sessions 1–5 (Posture, Acquire, Review, Translate, Navigate) free Claude is enough — all prompts and Projects work on the free plan. For sessions 6–7 (Engineer and Run) — Cowork, custom Skills, scheduled tasks, MCP connectors — you need a Claude Pro subscription (from $20 per month) or Max. That is about 1% of your monthly HRBP salary — and it returns 10+ hours a week. The alternative is to take the course on the free plan and get the most out of the first 5 sessions.
Q7 Can the course be taken by a corporate team?
+
Yes. The team subscription is $2,500 per year for 10 people and includes access to all 160+ academy courses, this one included. If your HR team has 5+ HRBPs — the team subscription is more cost-effective than buying the course separately (5 × $500 = $2,500 for one course vs $2,500 for every course for 10 people). It also fits when the HR director wants to give the whole HR team a unified AI stack and a unified working methodology.
Q8 Is a diploma issued and how is it recognized?
+
The diploma is issued after all 7 assignments are submitted and reviewed by the course author. The issuance platform is Accredible (the same one used by Google, Udacity, Rosetta Stone): a unique verification code, a QR code, one-click integration with LinkedIn. The diploma is available in English, Russian and Ukrainian. Without completing every assignment the diploma is not issued — this is a principled position of the academy: «a diploma for effort, not for watching videos».
Q9 How do I upload employee data to Claude — is it safe?
+
The first session covers a GDPR-light checklist and data anonymization techniques — it is a dedicated topic with a 30-item «can / cannot» list. The basic rule: personal data (full name, email, photo), salaries and medical information must not be uploaded to Claude. We teach how to work with de-identified CSVs — replacing names with IDs, salary with grade, email with role. After the course you have a working checklist for any team and a clear understanding of which tasks can go to AI and which cannot.
Q10 What to do after the course?
+
The logical follow-up is the HR AI Agents course, which teaches not how to use ready agents but how to design and build your own AI agents for the tasks of the whole HR function (multi-agent systems, orchestration, governance). Also a fit is Chief AI Officer — for those who want to grow from the HRBP role into a strategic AI leader of the company. To go deeper into Claude specifically — look at adjacent courses on AI in Performance Management and AI in Employee Learning.