Vibe coding turns uncertainty into progress: Chris Walsh's self-taught AI automates HR data and wins back time for strategy

"Vibe coding" in HR: How one leader turned uncertainty into automation gains

Select Finishing is holding steady. The automotive market is unpredictable, and long-term headcount planning is on pause. With 400 employees across six Ontario plants and one in Michigan, HR director Chris Walsh shifted focus from recruiting to systems work that saves time and cash.

That decision unlocked a new lever: self-taught AI and automation. Walsh and his team used the slower hiring pace to improve their HRIS, standardize processes, and build tools in-house that used to require IT or outside vendors.

The context: hold the line, fix the system

Reporting to owner-operators, Walsh keeps his bets measured. Growth roles are on hold until the tides turn. Instead of pushing long-range plans, he doubled down on cleaning data, automating workflows, and unifying payroll and performance management across all locations.

Result: less manual work, better consistency, clearer reporting.

What "vibe coding" means for HR

Vibe coding is using AI chat tools to write code, connect systems, and automate tasks-without a traditional programming background. Walsh puts it simply: "Two years ago, I didn't have any background in code. I still don't know how to code, but I'm writing code."

The key is curiosity and precise prompts. He asks for what he wants the system to do, iterates, and ships small wins fast.

What the team built

• Automated data flows from the HRIS into an external SQL database.
• API connections for real-time workforce metrics and reporting.
• Unified processes that cut admin time and surface cleaner insights.

"It's working beyond what we could have imagined," Walsh says. "I'm building databases in SQL. I'm creating API links from our HRIS software … I've been able to create a straight-up external database with zero IT help."

The payoff: more hours for strategic HR work, less time chasing spreadsheets.

Why this worked: curiosity over credentials

Walsh credits his start on the production floor. Sitting in the supervisor's office put him close to frontline reality. That proximity shaped how he trains the HR team on AI-start with the user's pain, then fix one thing that burns the most time.

His script is simple: "What's the toughest thing on your plate? What's eating your time? Let's get specific." When people see their worst task shrink or disappear, the buy-in takes care of itself.

How to apply this inside your HR team

• Pick one high-friction workflow (timekeeping corrections, headcount reports, onboarding checklists).
• Write the target outcome in plain language. Ask an AI tool to draft the code or workflow that gets you there.
• Connect a small data source first (CSV export or one HRIS table). Prove the output. Then scale.
• Document prompts, steps, and owners. Ship, learn, improve.
• Repeat monthly. One automation per month compounds fast for a small team.

Manager playbook for training and adoption

• Coach by use case, not by tool. Tie every demo to a real task the person hates.
• Keep scope tight. One input, one output, one owner.
• Show the before-and-after in minutes saved, not features.
• Centralize prompts, scripts, and SOPs so wins spread across plants.

The bigger signal for HR

Technology and HR are no longer separate lanes. With AI assistants, a small HR team can build what used to require an entire department. The leaders who experiment, document, and ship small will set the pace.

If you want a structured path to build these skills by job role, explore practical training here: AI training paths by job role.

Bottom line

Uncertainty creates bandwidth. Use it to clean data, integrate your HRIS, and automate the top three time drains. Start with vibe coding. Ask clearly. Build small. Stack wins.