Your HR processes first, AI second.
Before talking about artificial intelligence, you need to understand how your HR processes really work: where your teams lose time, where information is entered twice, where errors appear. I start from there to identify, then implement, the automations and AI uses that are genuinely useful to your HR function.
A structured look at one or two HR processes to find out where AI and automation can really help you.
2 days
See the offer ↓ 02Reduce double data entry and repetitive tasks by connecting your HR tools and handing specific tasks to AI assistants.
5 to 10 days
See the offer ↓ 03Long-term support to deploy AI across your HR function, with clear governance and teams who make the tools their own.
From one month
See the offer ↓Want to know where AI and automation can really help your HR function, without launching a heavy project? This short diagnostic covers one or two HR processes chosen with you and results in clear priorities.
Pitches about AI are multiplying, and it is hard to tell useful applications from hype. Meanwhile, your teams deal with processes that rely on re-keying, intermediate spreadsheets and manual follow-ups. Starting a project without first looking at these pain points leads to poorly targeted choices.
Together we choose one or two representative HR processes: onboarding a new employee, absence management or collecting variable payroll data, for example. I then analyse:
The diagnostic is deliberately focused: it does not aim to map your entire HR function.
Interviews with your teams, review of the tools and documents in use, then a debrief. On site or remotely, to suit your organisation. The duration is adjusted to the agreed scope.
Tell me which processes raise questions for you: I will propose a diagnostic scope and a quote.
Do your HR teams re-enter the same information from one tool to another, or handle similar requests by hand? This offer puts automations and AI assistants in place on specific tasks, chosen for their usefulness.
A new employee has to be created in the HRIS, then in the payroll software, then in the time and attendance tool. Between these tools, information moves through exports, files and copy-paste. Every re-entry takes time and creates a risk of error. Your teams know it, but the topic rarely makes it to the top of the list, for lack of time and of someone able to connect the tools.
Starting from an identified need, from a prior diagnostic or with your teams, I work on one or more of these approaches:
Each solution uses as little personal data as possible, relies on hosting chosen with full knowledge of the implications, and defines access rights from the design stage. When an AI assistant is involved, the employees concerned are informed, and any decision affecting them is still made by a person. Each solution is tested with its users before going live.
The engagement covers one or a few clearly defined automations, remotely and on site as needed. Its duration depends on the number of tasks targeted, the configuration of your tools and access to their data. If your priorities are not yet defined, the AI Flash Diagnostic is the natural starting point.
Once live, a monthly follow-up can cover maintenance and changes to the automations.
Describe the task or data flow you want to automate: I will send you a proposal and a quote.
Deploying AI in an HR function is not just about installing tools. It means setting a direction, organising decisions, bringing teams on board and framing how AI is used. This engagement helps you steer that change over time.
Initiatives multiply, often without a shared framework: a tool trialled by one team, an AI assistant adopted by a few managers, automations built along the way. It becomes hard to know what is being used, with which data and under whose responsibility. Your teams swing between interest and concern. You need steering that brings coherence to the approach and reassures.
Regular support, at a pace agreed with you and adjusted as the work progresses, remotely and on site. An AI Flash Diagnostic often helps set the first priorities before starting.
Tell me about your challenges and your context: I will propose a support format and a quote.
I analyse your processes as they are actually practised, with the people who run them, not only as they are documented.
Together we select useful, realistic use cases, assessed for their value to your teams, their feasibility and their level of risk.
The GDPR and the EU AI Act guide every choice: data limited to what is necessary, controlled hosting, transparency towards your employees. Any HR decision affecting them is still made by a person.
Solutions are tested with your teams, documented, then taken over by the people who use them.
Describe your context and priorities: I will send you a proposal and a quote tailored to your scope.
Request a quote