HR Process AI Automation
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.
Three offers, from a first diagnostic to long-term support
AI Flash Diagnostic
A structured look at one or two HR processes to find out where AI and automation can really help you.
€1,200 excl. VATSee the offer ↓ 02ImplementationTargeted Automation
Reduce double data entry and repetitive tasks by connecting your HR tools and handing specific tasks to AI assistants.
€6,000 excl. VATSee the offer ↓ 03OngoingHR AI Transformation
Long-term support to deploy AI across your HR function, with clear governance and teams who make the tools their own.
On quotationSee the offer ↓The problem
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.
What the engagement covers
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:
- how the process actually runs, step by step, with the people who carry it out;
- the pain points: double data entry, pending approvals, recurring errors, reliance on a single person;
- the possible use cases, whether automation (handing a repetitive, rule-based task to a tool) or AI, assessed for usefulness, feasibility and level of risk;
- the HR data each use case requires, to gauge its sensitivity under the GDPR and the EU AI Act.
The diagnostic is deliberately focused: it does not aim to map your entire HR function.
Deliverables
- A description of the process or processes analysed, as they run today, with the pain points identified.
- A prioritised list of use cases.
- Recommendations for first actions achievable in the short term, with points of attention on data and human oversight.
- A verbal debrief with your HR contacts.
Expected benefits
- A clear view of what is holding your processes back today.
- Reasoned priorities to decide where to invest, and where not to.
- A compliance framework set from the start.
- A solid basis for targeted automation or broader support.
Format and duration
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.
The problem
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.
What the engagement covers
Starting from an identified need, from a prior diagnostic or with your teams, I work on one or more of these approaches:
Data flows between your tools
Moving information automatically from one application to another, from the HRIS to payroll, time and attendance or your collaboration tools, through file exchange or APIs (the connection points software provides).
RPA
Software robots that reproduce a user's clicks and data entry, when your tools cannot be connected directly.
Workflows
Automated approval and notification circuits, so each request reaches the right person at the right time.
AI assistants and agents
Tools that draft a letter, answer your employees' common questions based on your HR documents or pre-fill a file, always subject to approval by a member of your team.
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.
Deliverables
- A scoping of the need: perimeter, business rules, data used.
- The automations or AI assistants, configured and tested in your environment.
- Operating documentation, including how anomalies are handled.
- A sheet describing the data processed and the human checkpoints, useful for your GDPR records.
- Hands-on onboarding for the people who will use and monitor the solutions.
Expected benefits
- Less double data entry and fewer transmission errors between your tools.
- Time given back to your HR teams for advising and supporting employees and managers.
- More reliable data from one tool to the next.
- AI uses that are framed, understandable and supervised.
Format and duration
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.
The problem
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.
What the engagement covers
Roadmap
Defining and scheduling your HR function's AI and automation priorities, consistent with your tools and your timeline.
Project steering
Coordinating your HR, IT and legal teams and your vendors, tracking progress, preparing decisions.
Governance
Defining who approves a new use, which data may be used and how results are checked.
Built-in compliance
Working with your data protection officer, each project is reviewed against the GDPR. The EU AI Act sets specific requirements for several HR uses, particularly on transparency and human oversight: these are built in from the design stage.
Change management
Informing and involving your HR teams, your managers and, where required, employee representatives, gathering feedback and adjusting.
Upskilling
Hands-on workshops so your teams can use, assess and frame AI tools, and become more autonomous.
Deliverables
- An HR AI roadmap, updated throughout the engagement.
- A governance framework: roles, approval process for new uses, data usage rules.
- An AI usage charter for your HR function.
- Dashboards and regular progress reviews.
- Training and communication materials tailored to each audience.
- Up-to-date compliance documentation for each use case.
Expected benefits
- A clear trajectory, shared by your HR leadership and its teams.
- AI uses that are controlled, documented and compliant.
- Teams who understand the tools, know how to use them and know their limits.
- An HR function able to continue the approach on its own.
Format and duration
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.
My approach
Understand the current state
I analyse your processes as they are actually practised, with the people who run them, not only as they are documented.
Prioritise
Together we select useful, realistic use cases, assessed for their value to your teams, their feasibility and their level of risk.
Design within a controlled framework
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.
Deploy and hand over
Solutions are tested with your teams, documented, then taken over by the people who use them.