A live program for mid-career HR practitioners who want to lead AI-assisted work, from analysis to automation. Live 1:1 checkpoints with senior coaches, with homework on real HR datasets between sessions.
The next generation of HR analyst doesn't do the technical work by hand. They specify what they need, direct AI to do it, and validate the output.
Nobody taught you how to do this. Your degree didn't cover it. Your company's L&D doesn't offer it. Most online courses are written for people three steps behind you.
Some HR analysts are already working this way. Most aren't. Yet.
Designed for people already in the HR seat who need to do more analytical and operational work themselves, faster.
Moving into people analytics or analytics-adjacent roles.
Doing more of the analytical and operational work themselves.
Using AI in front of leadership without overclaiming.
Delivering AI-assisted work to clients with rigor.
Live work in session, homework on real or near-real data, expert feedback every week.
A primer before the first session. The data privacy, risk, and legal boundaries that protect you and your company. What HR data can safely go where, and what should never touch a public model.
Mental model, what AI is and isn't, what specification looks like in practice.
How to specify what you need so AI gives you what you want. No more guessing whether your prompt is "good."
Different kinds of meta-prompts and when to use them. Having AI critique, refine, or structure its own work.
Reading what AI produces. Finding the errors deliberately. Building your validation checklist.
Cleaning, summary stats, driver analysis on real HR datasets. Correlations, drivers, and trends over time across multiple datasets at once.
Read every comment, not just the loud ones. Employee listening, exit interviews, engagement comments.
Using AI to turn your analysis into an executive-grade narrative summary. The kind of writeup leadership actually wants to read.
Start with the vocabulary. Workflow, agent, agentic. Then what each actually is, and what separates good automation from bad.
Automate a recurring HR task you actually have. The monthly retention report, the headcount reconciliation, or something else.
Turn your agent into a documented workflow another person could run. Including automating recurring analysis.
A driver analysis, an open-text themes summary, and an executive narrative writeup on real HR data. All directed at AI and validated by you.
A small agent that automates a recurring task you actually have. Built with Claude tools.
A documented version of your agent, clear enough for another person to use.
The gap between "uses AI casually" and "leads AI-assisted work" is becoming the career inflection point for people in HR analytics.
Job listing → AI fluency required
Interview → "have you built anything with AI?"
Promotion → scales insights with AI tools
Hiring lead → this is now a baseline
You learn the way real analysts learn: by doing the work and getting expert feedback on it.
Short call to confirm fit. We map your background, tooling, and your career goals.
Setup & data hygiene primer to complete before checkpoint 1.
We work on your work.
Real data. Real questions. You do the work.
Bring what you built. We critique it. You iterate. That's the loop.
Quotes from learners across the DataSkillUp coaching program.
"DataSkillUp is unlike any other training or coaching course available anywhere. You will not find another program with the knowledge, experience, and real-life examples that Aaron & Abhinav bring."
"From the beginning, I could tell they were not only knowledgeable but also genuinely passionate about teaching. They created an environment where no question was too small."
"DataSkillUp takes a thoughtful approach to supporting individuals in their learning journey. I would absolutely recommend connecting with them if you're looking to build confidence in analytics, whatever your background."