Head of People Operations: HRIS, People Analytics & AI

This course contains the use of artificial intelligence. People Operations connects the employee lifecycle to a reliable operating system. This practical course helpsexperienced HR professionals turn hiring, onboarding, performance, compensation, offboarding, HRtechnology and people analytics into coordinated work with clear owners, measures and decisions.

You finishwith a model you can adapt to your company and a 90-day plan you can present to an HR director or CEO. In many growing organizations, the individual HR processes exist, but they do not operate as one system. Recruiting closes a vacancy without a complete onboarding handoff.

Managers run performance reviewswithout consistent evidence. Compensation decisions rely on disconnected data. Offboarding, HRIS andemployee-relations work crosses several teams, yet no one can quickly show who owns the next action orwhen an issue must be escalated.

That fragmentation creates operational friction. An HR team may have policies, platforms and dashboards,while still spending too much time clarifying responsibilities, rebuilding reports and resolving preventablegaps. A new People Operations leader therefore needs more than a list of best practices.

The role requires anoperating model that links services, decision rights, service levels, data, technology and review routinesacross the full employee lifecycle. This course gives you a structured way to build that model. You will work through eight connected lessons andapply each one to a real or fictional organization.

Every lesson ends in a practical artifact: a scope map, ametric calculation, a journey, a decision matrix, a checklist, a dashboard or a leadership plan. Instead oftreating the tools as static downloads, you use them to make a specific operating decision and identify thenext action. You begin by defining the People Operations role.

You will distinguish it from HR Operations, HR businesspartnering, HR leadership and specialist functions without creating unnecessary silos. You will map fiveoperating areas, clarify reporting and decision boundaries, and use RACI to resolve ownership for cross-functional work. A self-assessment helps you see whether the current function is reactive, partly structured oroperating as a connected system.

Next, you build Hiring Operations around measurable flow. You will calculate time-to-fill, time-to-hire, cost-per-hire, offer acceptance, funnel conversion and quality of hire. The objective is not to collect more metrics.

Itis to connect each metric to a bottleneck, an owner, a service-level trigger and an escalation route. You willalso compare AI screening and sourcing tools against the problem they are expected to solve, rather thanselecting technology by feature count alone. The onboarding lesson follows the same operating logic from accepted offer through day 90.

You will mappreboarding, the first day, the first 30 days and the period leading to independent productivity. You willexamine ownership across HR, the manager and IT, calculate time-to-productivity, identify the stage whereprogress slows and build a role-specific journey with checkpoints. This creates a stronger handoff from hiringand makes onboarding performance visible.

Performance Operations then moves from calendar activity to a repeatable cycle. You will compare annual,quarterly and continuous architectures through the needs of the business, the manager workload, fairness,employee experience and data quality. You will design a calibration session with defined roles, evidenceexpectations and outputs.

You will also separate useful AI support for feedback and goal setting fromdecisions that require human judgment and accountability. In Compensation and Benefits Operations, you will work with the structure behind pay administration. You willbuild a salary band, use compa-ratio, calculate total compensation cost in USD and map payroll and benefitscontrols.

You will compare compensation platforms using weighted company criteria and identify where an AI-assisted recommendation could create risk. The aim is a transparent process with known inputs, review pointsand ownership, not an automated answer that no one can explain. The course then covers offboarding and employee relations.

You will distinguish voluntary and involuntarypaths, coordinate HR, IT, Finance and manager actions, and protect the handover of access, knowledge anddocumentation. Exit-interview analysis helps you move from isolated comments to recurring patterns. A case-routing framework helps you classify employee-relations issues, choose an escalation path and maintainappropriate data safeguards.

The technology lesson brings the operating model together. You will map HRIS data ownership and systemflows, compare platforms for a mid-sized organization and define a practical selection process. You will thendesign a People Operations AI agent around a real recurring task.

Its architecture includes a trigger, permittedinputs, actions, expected output, human fallback, audit trail and regulatory checks. This gives you a concretemethod for using AI while keeping responsibility visible. Finally, you convert the course into a role-entry plan.

You will structure stakeholder interviews, audit thecurrent system, select quick wins and sequence larger improvements across days 0 to 90. An operating-review dashboard connects measures to action zones, decisions and next-quarter commitments. A shortexecutive presentation helps you explain why the priorities matter, what depends on what and whereleadership support is required.

The course is designed for application, not passive viewing. You receive editable spreadsheets, documentsand interactive tools that support the assignments. The templates include instructions and examples so youcan understand the logic before replacing the sample inputs with your own.

You can work with currentcompany data when appropriate or use a fictional case when confidentiality, privacy or internal policy limitswhat can be shared. By the end, your People Operations work has a visible structure. Services have boundaries.

Cross-functionaltasks have owners. Metrics support decisions. Platform choices connect to requirements.

AI use includeshuman escalation. The operating review shows what needs attention, and the 90-day plan turns the diagnosisinto a credible sequence of action. Mike brings 20 years of HR experience across Wargaming, Preply, iDeals, Starlightmedia, Alfa-Bank andPeopleForce.

He is PHRi, SHRM-CP and HCI sHRBP certified, represents HRCI in Eastern Europe and is the #1HR instructor on Udemy. He has taught more than 2,000,000 students on Udemy. Separately, Pritula Academyserves more than 170,000 students in 185 countries.

The learning path is intentionally connected. First, you establish the role, scope and hiring flow. Then, youbuild onboarding, performance, compensation, offboarding and employee-relations operations.

Next, youconnect those processes to HRIS, people analytics and responsible AI. Finally, you turn the complete systeminto an operating review and an actionable 90-day leadership plan. What is included:Lifetime access to all course materials.

Active instructor support in Q&A. Udemy Certificate of Completion. Practical assignments based on realistic business situations.

Editable templates, calculators, matrices, checklists and dashboards. A complete path from operating diagnosis to a 90-day plan. Clear People Operations does not depend on having a perfect HR technology stack before you start.

It beginswith explicit ownership, useful measures and a review cadence that converts information into action. Enrollnow and start your first lesson today.