- AI-human workforce design
Your best people are doing the wrong work.
Your brightest minds are buried in repetitive tasks that a machine could handle in seconds. That’s not a technology problem. That’s a design problem.
The Outlier Group’s AI-Human Workforce Design sprint rebuilds your organisation so your people do the work only humans can and AI handles everything else. The result: a workforce that’s more engaged, more energised, and delivering better outcomes for your clients.
Q1 FY27 Applications close 30th June 2026
60%
of knowledge workers spend the majority of their day on tasks AI could automate, leaving their real skills chronically underused
12
weeks from audit to a fully redesigned AI-human operating model with your people already engaged and inside it
5
organisations per year. That’s it. Because this work deserves full focus, not a scaled-down template
- The Real Problem
AI Isn't Here to Replace Your People.
But if you’ve deployed AI tools without redesigning the work around them, you’ve done something worse than replacement, you’ve added complexity to an already stretched workforce without unlocking any of the upside.
Your people were hired for their judgment, their relationships, their creativity. But right now, too many of them are spending too many hours on repetitive reporting, status updates, and low-value admin that machines can handle better and faster without burning out.
The organisations building real competitive advantage right now aren’t the ones who bought the most AI licences. They’re the ones who redesigned the work itself, so their people are freed up to do what humans do best. And they’re seeing it in engagement scores, retention, client satisfaction, and the bottom line.
Engaged people deliver
better client outcomes.
Design the conditions for both.
- The Old way
Buy AI tools. Run a training session. Hope it sticks.
Three months later, your team is using AI for one or two tasks and carrying the same workload they always did. Nothing changed except the software bill.
+ The Outlier Way
Redesign the work first. Then let AI do the heavy lifting.
We map every role, every task, every workflow. We identify what AI should own and what your people should own and we rebuild the structure so both operate at their peak.
- The Old way
Manage the resistance. Push people through the change.
When people feel threatened or undervalued, they disengage. When they disengage, productivity drops. When productivity drops, the ROI never arrives.
+ The Outlier Way
Show every person exactly where they become more valuable, not less.
We redesign roles so people understand, clearly and specifically, how AI amplifies their unique human skills. Anxiety becomes clarity. Clarity becomes momentum.
Begin With the 14-Day Friction Audit.
Not ready to commit to the full 12-week sprint? The Friction Audit is your first move and it stands alone as a genuinely valuable piece of work.
In 14 days, Nick Devine and Nick McPhee will assess your current workforce structure, identify exactly where AI and automation can absorb the low-value load, and give you a clear, honest picture of what needs to change and what doesn’t.
No generic frameworks. No recycled slide decks. Just a real, boots-on-the-ground diagnosis of your organisation and a practical roadmap for what comes next.
- The Real Problem
High-Tech Precision. Human-First Impact.
AI-Human Workforce Design is a structured 12-week sprint where we assess your current organisation, identify where AI and automation can absorb the repetitive load, and rebuild your operating model around the work that genuinely demands human brilliance. The outcome is a workforce that’s less burnt out, more engaged, and structurally designed to deliver better client outcomes, every single day.
01
Week 1–2 · 14-Day AI-Human Friction Audit
Find Where the Friction Lives
Before we touch a single job description, we run our 14-Day AI-Human Friction Audit a deep diagnostic of your current workflows, roles, and operating rhythms. We identify the tasks your people find draining and repetitive versus the ones where they do their best, most energised work. We map where AI could step in immediately and where human skills are being chronically underused. This diagnosis changes everything that follows.
02
Week 3–6 · Strategy-to-Task Blueprint
Separate the Engine Work from the Human Work
We build a high-definition map of every workflow in your organisation, drawing a clear line between “Engine Work” (the repetitive, always-on, data-heavy tasks that AI and automation should own) and “High-Value Human Work” (the empathy, complex judgment, relationship management, and strategic thinking that only your people can do). No more wasted human potential on machine-level tasks. No more machines attempting work that needs a human touch.
03
Week 7–10 · Augmented Role Matrix
Redesign Roles Around the Work That Matters
We redesign your job descriptions and team structures from the ground up, built for a world where AI handles the repetitive load and your people are focused on the work that creates real value. Every team member receives a redefined role profile and “Ways of Working” protocol. Not as a threat, as a roadmap. A clear picture of exactly how their skills become more powerful as AI takes on the routine. Less anxiety. More clarity. A team that’s genuinely energised by the work they’re asked to show up for.
04
Week 11–12 · Integrated Implementation Roadmap
A Rhythm, Not a Go-Live Date
Structural change doesn’t stick because of a launch day. It sticks because of what comes after. We deliver a 90-day implementation roadmap that synchronises your team cadences, tool integrations, and leadership rituals, so the new operating model embeds into daily practice, not just the induction deck. We build the rhythm. Your people find their stride.
- client reviews
What our partners say
I have been working with The Outlier Group team for almost 9 months and the team has delivered high quality results consistently, so far. The experience, the knowledge and the skills they bring to the table are at par with any high-performance teams. Their budgets have always been competitive and they always deliver value. Of all the vendor teams that I have worked so far, in UnitingCare, The Outlier Group have been one of the best.
- Srujan Chennupati
The Outlier Group were fantastic when we engaged them for assistance with the identification and implementation of a new ERP system for our expanding business. Highly recommended!
- Greg Dean
I have worked with Jasmine and her team across some challenging projects and she delivers outstanding results every time!
Jasmine has an enthusiastic and professional work ethic and her people skills when dealing with varied stakeholder groups under often difficult circumstances is second to none.
I highly recommend The Outlier Group and look forward to working with Jasmine on future projects.
- Steve Nahuysen
The Organisations
Moving Now
Will Define
What Normal
Looks Like
Next Year.
Every week your workforce stays in its current shape, your best people are doing work beneath their potential and your clients are receiving something less than what they deserve.
We run 5 AI-Human Workforce Design sprints per year. That’s a deliberate limit. This work demands full focus from our team, not a scaled-down version delivered between ten other clients.
Q1 FY27 applications close 30th June 2026.
- What You Walk Away With
Six Deliverables That Change How Work Feels.
Friction Audit Report
A full diagnostic of where your people’s time and skills are being absorbed by work that machines should own and where your biggest untapped human potential sits.
Strategy-to-Task Blueprint
A high-definition map of every workflow, clearly sorted into Engine Work (AI) and High-Value Human Work. The clarity document your organisation has needed for years.
Augmented Role Matrix
Redesigned role profiles and team structures showing each person exactly how their skills become more valuable, not less, in an AI-enabled environment
Ways of Working Protocols
A full diagnostic of where your people’s time and skills are being absorbed by work that machines should own and where your biggest untapped human potential sits.
90-Day Implementation Roadmap
A structural rollout schedule synchronising people, tools, and rhythms so the new model embeds into operational reality and stays there.
Leadership Activation Toolkit
Your managers make change stick or let it slide. We give them curated tools, sync templates, and facilitation guides to lead this from the middle where it actually matters.
The Organisations Moving Now Will Define What Normal Looks Like Next Year.
Every week your workforce stays in its current shape, your best people are doing work beneath their potential and your clients are receiving something less than what they deserve.
We run 5 AI-Human Workforce Design sprints per year. That’s a deliberate limit. This work demands full focus from our team, not a scaled-down version delivered between ten other clients.
Q1 FY27 applications close 30th June 2026.
- What You Walk Away With
Six Deliverables That Change How Work Feels.
Friction Audit Report
A full diagnostic of where your people’s time and skills are being absorbed by work that machines should own and where your biggest untapped human potential sits.
Strategy-to-Task Blueprint
A high-definition map of every workflow, clearly sorted into Engine Work (AI) and High-Value Human Work. The clarity document your organisation has needed for years.
Augmented Role Matrix
Redesigned role profiles and team structures showing each person exactly how their skills become more valuable, not less, in an AI-enabled environment
Ways of Working Protocols
A full diagnostic of where your people’s time and skills are being absorbed by work that machines should own and where your biggest untapped human potential sits.
90-Day Implementation Roadmap
A structural rollout schedule synchronising people, tools, and rhythms so the new model embeds into operational reality and stays there.
Leadership Activation Toolkit
Your managers make change stick or let it slide. We give them curated tools, sync templates, and facilitation guides to lead this from the middle where it actually matters.
- The Team Behind the Sprint
Two Specialists.
One Focus.
AI-Human Workforce Design isn’t sold off a shelf and handed to a junior team. It’s led by two specialists who’ve spent their careers at the intersection of people, technology, and organisational performance. They bring the expertise. They do the work. They’re in the room with you.
Nick Devine – AI-Workforce Design Lead · Project Delivery Specialist
Nick has spent his career turning complex organisational transformations into operational reality. With a track record of leading enterprise-level projects from core banking system upgrades to HR platform redesigns, he knows exactly what it takes to make structural change land on the frontline, not just look good in a board presentation.
Nick brings the project delivery rigour that ensures this sprint produces real, embedded change – not a strategy document that sits in a drawer. A regular voice at national forums on the future of digital work, Nick speaks at events including the Digital Economy Council of Australia Conference on the human dimensions of AI adoption. He’s seen what happens when organisations treat AI as a technology project rather than a people and design project and he’s built this sprint to fix exactly that.
Nick McPhee – People & Workforce Strategy Lead
Nick is a seasoned HR and workforce strategy specialist with deep experience designing high-performing team structures across some of Australia’s most complex organisations. He understands that workforce design isn’t an org chart exercise, it’s about creating the conditions where people genuinely thrive.
Nick brings the human infrastructure expertise that ensures the redesigned workforce isn’t just more efficient, it’s more engaged. His background spans strategic HR leadership, cultural change, workforce planning, and leadership capability development across sectors, including financial services, utilities, education, and transport. His work is anchored in a simple belief: when people work on the right things, everything else follows engagement, productivity, and client outcomes.
Frequently Asked Questions
It is a structured 12-week sprint that rebuilds how your organisation operates. AI and automation absorb the repetitive, draining work. Your people focus on the high-value tasks that require human judgment, relationships, and creativity. It is not about replacing people. It is about redesigning the work itself so both humans and AI operate at their peak.
You can. And most organisations do. Then, three months later, the team is using AI for two tasks and carrying the same workload they always did. Nothing changed except the software bill. When you deploy AI without redesigning the work around it, you add complexity to a stretched workforce without unlocking any of the upside. We fix the structure first. Then AI actually lands.
Four stages. Weeks 1 to 2: a 14-Day AI-Human Friction Audit that diagnoses where your people’s time and skills are being absorbed by machine-level work. Weeks 3 to 6: a Strategy-to-Task Blueprint that maps every workflow and draws a clear line between Engine Work (AI) and High-Value Human Work. Weeks 7 to 10: an Augmented Role Matrix with redesigned job descriptions and team structures built for an AI-enabled world. Weeks 11 to 12: a 90-Day Implementation Roadmap that synchronises team cadences, tool integrations, and leadership rituals so the new model embeds into daily practice.
Six deliverables. A Friction Audit Report. A Strategy-to-Task Blueprint. An Augmented Role Matrix. Ways of Working Protocols for every redesigned role. A 90-Day Implementation Roadmap. And a Leadership Activation Toolkit so your managers can sustain the change without us holding their hand.
This is the question we hear most. It is also why we designed the process the way we did. Instead of announcing changes from above, every team member receives a clear picture of how their skills become more valuable in an AI-enabled environment, not less. Anxiety comes from ambiguity. Our process replaces ambiguity with clarity. Clarity creates momentum.
Nick Devine, our AI-Workforce Design Lead and Project Delivery specialist, and Nick McPhee, our People and Workforce Strategy Lead. This is not sold off a shelf and handed to a junior team. Both Nicks are in the room with you for the full 12 weeks.
The sprint works best for organisations with enough workflow complexity to make the redesign meaningful. Typically 50 to 2,000 people, across industries including financial services, utilities, healthcare, education, and professional services. Not sure if you fit? The Friction Audit is a low-commitment way to find out.
Start with the 14-Day Friction Audit. It stands alone as a genuinely valuable piece of work. Nick Devine and Nick McPhee will assess your current workforce structure, identify where AI and automation can immediately absorb the low-value load, and give you a clear, honest picture of what needs to change and what does not. No generic frameworks. No recycled decks. Just a real diagnosis and a practical path forward.
Traditional org design produces structures. We produce structures that actually land. Most redesigns fail not because the design was wrong but because the people inside it were not brought along. We solve both problems at the same time. The workforce design and the change architecture are built together from the start.
Because the depth of focus this work demands means we cannot do it at scale without diluting the quality. Every client gets the full attention of both Nicks. Not a fraction of it.
30 June 2026. If you are considering the sprint or the standalone Friction Audit, book a conversation with the team now. The intake process is a genuine assessment of fit, not a sales pitch, but it takes time to do it properly.
Investment is scoped to your organisation’s size and complexity. We do not publish a fixed rate because the work is never templated. Book a Friction Audit conversation and we will give you a straight answer once we understand your situation.
Begin With the 14-Day Friction Audit.
Not ready to commit to the full 12-week sprint? The Friction Audit is your first move and it stands alone as a genuinely valuable piece of work.
In 14 days, Nick Devine and Nick McPhee will assess your current workforce structure, identify exactly where AI and automation can absorb the low-value load, and give you a clear, honest picture of what needs to change and what doesn’t.
No generic frameworks. No recycled slide decks. Just a real, boots-on-the-ground diagnosis of your organisation and a practical roadmap for what comes next.