AI HR & employee experience
Build employee policy assistants, onboarding support and HR administration tools with role-based access and review by the people team.
THE BUSINESS CONTEXT
Employees need clear answers about policies, processes and where to get help. HR teams spend time finding the correct version of a document, answering repeated questions and coordinating onboarding tasks. AI can help organise those everyday interactions.
We focus on administrative support and employee access to approved information. Employment decisions remain with responsible people. Confidential employee records require stricter access than general policy content, and the system keeps those boundaries visible.
YOUR FIRST ENGAGEMENT
Focused Pilot
Create a policy assistant for one employee group using a reviewed set of current HR documents.
Discuss This PilotApproved policies, entity and role rules, an HR reviewer and sample employee questions.
Measures are agreed for your project. Results depend on the data, workflow and evaluation; they are not guaranteed improvements.
WHAT WE DO
Build a knowledge assistant that identifies the relevant country, entity, employee group and policy version. Answers include source references and a contact route when policy interpretation is needed. Restricted case records are not mixed into a general employee knowledge base.
Provide new joiners with role-appropriate checklists and answers about routine setup. Prepare tasks for the responsible teams and track completion through authorised integrations. Changes to payroll, identity records or access rights use existing approval steps. An assistant can explain progress without granting privileges itself.
Draft job descriptions, training outlines, interview guides and employee communications from approved templates. Staff review tone, requirements and policy accuracy. Recruitment assistance can organise candidate-provided information, while selection, ranking and eligibility decisions need a separately assessed human-led process.
Define retention, access, feedback and escalation with the HR owner. Avoid covert monitoring and inference of sensitive personal characteristics. Test whether users can retrieve only the information they are entitled to see. Usage reports focus on service quality and process improvement rather than unvalidated assessments of individuals.
A DEFINED ENGAGEMENT
Your proposal defines the exact scope, responsibilities, milestones, and exclusions. Depending on the engagement, the work can include:
WHERE IT FITS
Give new employees a consistent onboarding experience.
Help staff navigate entity-specific policies.
Prepare administrative material for client review.
WHO THIS CAN HELP
Explore example workflows and the customer groups these services are designed to support.
A PRACTICAL FIRST STEP
Choose one useful task, agree how the result will be checked, and use the evidence to decide what should happen next.
QUESTIONS, ANSWERED
The core offer covers administrative assistance. Automated candidate selection is outside the default scope and would need a separate legal, fairness and operational assessment.
The design restricts access by role and user identity. General policy answers should not expose individual employee files.
We assess authorised HR-system interfaces and start with the minimum data needed for the chosen workflow.
CONNECTED CAPABILITIES
Help customers and colleagues find information in a natural conversation.
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Explore This SpecialtyA CONVERSATION IS A GOOD PLACE TO START