WORKFLOW 01
Answer policy and benefit questions from approved sources
responds using only your current, reviewed policy documents.
AI SMITH SPECIALISED AGENT
Make routine people operations easier to navigate and administer.
While keeping hiring, performance, pay, discipline, and employee-care decisions human-led.
ROLE DEFINITION & OPERATING BOUNDARY
The HR Agent is an AI agent designed to answer routine policy questions, prepare onboarding checklists, draft communication for review, and remind owners of upcoming milestones — grounded in your approved policies and plans. It is not a system that screens, ranks, disciplines, or terminates employees; hiring, pay, discipline, and employee-care decisions remain with authorised people.
STATUS QUO BOTTLENECKS
People-operations friction we help address:
- The same policy and benefit questions asked repeatedly.
- Inconsistent onboarding from one new starter to the next.
- Documents scattered across systems and folders.
- Manual reminders for probation, training, and document deadlines.
- Time spent administering training programmes.
- Managers under-prepared for routine people conversations.
Target outcomes
Outcomes this solution is designed to support:
- Quicker access to approved policy information.
- More consistent onboarding.
- Better training follow-through.
- Better-prepared manager conversations.
- Lower administrative load on HR.
These are outcomes to validate during your own pilot, not promised results.
SCOPED EXECUTION
Core Agent Workflows
Each workflow is bounded to approved tasks, with a person reviewing sensitive steps.
WORKFLOW 02
Prepare onboarding checklists and schedules
drafts a consistent onboarding plan for a new starter.
WORKFLOW 03
Collect and route new-starter information
gathers the details HR needs and routes them correctly.
WORKFLOW 04
Draft role descriptions or interview guides for review
prepares a first draft for HR or a hiring manager to finalise.
WORKFLOW 05
Summarise training needs or feedback
turns raw feedback or requests into a clear summary.
WORKFLOW 06
Remind owners about probation, training, or document milestones
flags upcoming deadlines before they're missed.
WORKFLOW 07
Prepare employee communication drafts
drafts routine announcements or updates for HR to review and send.
WORKFLOW 08
Route sensitive questions to HR
recognises when a question needs a person and hands it off with context.
Illustrative example — not a customer case study.END-TO-END EXECUTION FLOW
- 01
An employee asks about the company's leave policy.
- 02
The agent answers from the current approved policy document, citing the source.
- 03
A second employee asks a question that touches on a personal or sensitive circumstance — for example, a request connected to a health matter.
- 04
The agent recognises this falls outside routine policy information and hands it off to HR with the relevant context, rather than attempting to answer or advise.
- 05
HR then handles the case directly.
INTEGRATION & KNOWLEDGE
Grounding & System Connections
To run well, this agent needs your team to approve:
Approved Knowledge Artifacts:
- ✓ current policies
- ✓ benefits information
- ✓ role definitions
- ✓ onboarding plans
- ✓ training content
- ✓ leave rules
- ✓ escalation routes
- ✓ any local-market variants relevant to your workforce
connections confirmed and approved for your account during scoping.
connections built for your specific HR information system, scoped and priced individually.
capabilities on our roadmap that are not yet available.
🛡️Human control
People, not the agent, decide:
- Hiring and rejection.
- Promotion.
- Pay.
- Discipline and termination.
- Accommodation requests.
- Grievances.
- Health-related matters.
The agent answers, prepares, and reminds; authorised people make every employment decision. Employment-law content used in this agent's knowledge base must be reviewed for your jurisdiction and kept current — it is not a substitute for qualified employment-law advice.
Measurement
Measurement & Audit
Measurement candidates to track from your own baseline — not promised results:
- Policy-question response time
- Onboarding completion rate
- Training completion rate
- Administrative cycle time
- Escalation quality
- Knowledge freshness
We do not claim unbiased or objective hiring, and we do not imply autonomous screening, ranking, rejection, discipline, or termination — this agent is deliberately scoped away from those decisions.
We don't yet have a published case study for this agent. The scenario above is a clearly labelled illustrative example. As pilots complete and customers agree to be featured, real evidence will replace or sit alongside it here.
ENGAGEMENT PATHS
Starting Paths for HR Agent
Best fit for the HR Agent:
Launch
a policy-question or onboarding-checklist workflow with a named HR owner.
Growth
onboarding, training administration, and manager-prep support coordinated together.
Enterprise
HR integrated with Operations and Management agents across multiple sites or business units.
See Pricing & Plans for the full comparison.
QUESTIONS
Frequently Asked Questions
What should an AI HR agent not decide?
It should never decide hiring, rejection, promotion, pay, discipline, termination, accommodation, grievances, or health-related matters. These stay with authorised people. The agent's role is limited to routine information, administration, and preparation.
Does it screen or rank candidates?
No. It is not designed for autonomous screening, ranking, or rejection of candidates.
How does it handle sensitive employee information?
It is designed to recognise sensitive or personal cases and route them to HR rather than attempt to handle them, and examples used in our materials never expose real employee data.
Who reviews the employment content it uses?
Policy and employment-law content in the agent's approved knowledge should be reviewed for your jurisdiction and kept current by your HR team or qualified counsel — the agent surfaces what's approved, it doesn't originate policy.
Can employees appeal or correct something the agent told them?
Yes — every answer is designed to be traceable to a source document, and HR retains a human review and correction route for anything the agent gets wrong.
COORDINATED MULTI-AGENT HAND-OFFS:
One workflow to start
See what routine HR administration this could take off your plate.
A consultation is a conversation about one priority workflow — not a sales pitch for every agent at once.