Illustrative Engagement: HR Team at a 1,200-Person Healthcare Employer
The Scenario
This is an illustrative engagement that shows how a typical REZUME™ Sprint is structured. It is not a description of a specific client.
A 1,200-employee healthcare employer has an HR and Benefits team of 20. Leadership bought enterprise AI licenses a year ago. Usage is a handful of people drafting emails. Open enrollment, onboarding, and policy questions still run on manual effort, and the CHRO is being asked to show ROI.
Healthcare Employer
20 People
4 Weeks
~$35K
Our Approach
Readiness + Enablement
- AI Readiness Scorecard
- Stakeholder Interview Summary
- Gap Analysis with ranked opportunities
Zero-Gap + Upskill
- AI Touchpoint Map per role
- Process Redesign Playbook
- Role-Specific AI Playbooks and Champion Charter
Measure + Evolve
- KPI Dashboard
- ROI Business Case Deck
- Department Expansion Roadmap
Week 1 — Readiness: AI maturity audit, interviews with the CHRO, benefits director, and team leads, and a gap analysis that ranks the workflows with the most manual hours: onboarding, benefits Q&A, policy lookups, and reporting.
Week 2 — Zero-Gap: Map those workflows to the tools already licensed. Live demos on the team's real documents. Remove the friction — access, templates, guardrails — that stopped people from using what they had.
Week 3 — Power User: Role-specific workshops for generalists, benefits specialists, and recruiters, each leaving with a personal AI playbook. Two internal champions identified and trained.
Week 4 — Impact: KPI definitions (time-to-competency for new hires, hours saved per benefits cycle, response time on employee questions), a dashboard the team owns, and a business case deck for the CFO. Targets, not promises: the actual numbers come from the engagement.
Ready to Supercharge Your People?
