Auditable. Compliant. In your infrastructure.
Enterprise AI Agents that make HR decisions consistent, traceable, and audit-ready -- across all locations, all entities, all collective agreements. No SaaS, no vendor lock-in. Complete source code belongs to you.
HR decisions in enterprises depend on individual expertise. Collective agreements, company policies, country-specific regulations, internal guidelines -- the ruleset is complex and interpretation varies by location, case worker, and context.
The consequences are measurable: Inconsistent merit decisions across locations. Salary band violations discovered only during audit. Company policies interpreted differently at each site. Onboarding processes dependent on a single person.
The risk is not technical -- it is operational. Every undocumented decision is an audit risk. Every inconsistent rule interpretation is a compliance risk. Every knowledge loss through turnover is an operational risk.
Global managers distribute salary budgets. The Decision Layer checks every proposal against defined criteria: budget framework per team, salary band compliance, alignment with performance rating, equity deviation check, escalation when thresholds are exceeded. Documented decision record per adjustment -- with rule version, reasoning, and override protocol.
Managers interpret company policies differently -- depending on location, experience, and context. The Knowledge Agent checks every request against the current policy version: country-specific regulation check, exception parameter verification, human escalation for interpretation gaps. Consistent policy application across all locations.
Eliminate correction postings before they happen. The Document Agent processes salary changes, allowances, special payments, and automatically checks against collective agreements and internal compensation policy. The Decision Layer documents every decision: which input, which rule, which outcome. Reproducible, versioned, audit-ready.
Sick notes, contracts, certificates -- the Document Agent reads, classifies, and processes HR documents. Not template matching, but real language understanding via LLM. Onboarding workflows: from contract receipt through IT provisioning to induction. Orchestrated across systems, fully documented.
The Decision Layer is the architectural layer between AI Agent and target system. It makes every LLM decision transparent, auditable, and traceable.
Where the model can decide safely and compliantly, it decides autonomously -- such as classifying a sick note or checking a salary band range.
Where bias risk, discrimination potential, or co-determination topics are involved, the decision goes to a human. This is architecturally enforced, not optional.
Input → Model → Assessment → Confidence Score → Reasoning → Decision Path → Outcome
Every human override is logged. Every rule version is attributed. Every decision is reproducible.
Agents become part of your existing IT governance -- not a parallel universe.
Human-in-the-Loop as Architecture Principle: Not a blanket gate, but architecturally controlled. The Decision Layer routes automatically: autonomous decision at high confidence and low risk, human decision at bias risk, discrimination potential, or co-determination concerns.
Works Council Ready: Company agreements as explicit constraints in the Decision Layer. Works councils can trace: what the agent does, why it does it, and when a human intervenes. Templates, logging, role concepts, and audit trail are part of the architecture.
Audit Trail & Cert-Ready: Every decision is documented, versioned, and exportable. Cert-Ready by Design: Controls are first-class data objects with automatic evidence generation. Auditors see live status in the Auditor Portal.
EU AI Act compliant by design: Transparency (Art. 13), human oversight (Art. 14), recording obligations (Art. 12), and risk management (Art. 9) are architecturally built in. No retroactive compliance project needed.
RBAC for Sensitive HR Data: Row-level security at database level. Who sees which data is technically enforced -- not just through authorization concepts on paper. Tenants, entities, and departments cleanly separated.
AI Agents don't replace systems. SAP SuccessFactors stays your HCM, Workday stays your HR platform, SAP FI/CO stays your ERP. Agent logic is decoupled from the target system -- via standardized interfaces.
1 week
Process analysis with your HR team. Map rule sets: collective agreements, company policies, internal guidelines. Understand system landscape. Prioritize use cases. Outcome: a concrete plan for your first agent.
3-4 weeks
Production PoC. One agent, one HR process, live in your infrastructure. Decision Layer, governance, audit trail -- from day one.
Ongoing
More agents for more HR processes. More locations, more entities. The architecture grows with your requirements -- same governance, same infrastructure, same auditability.
After 12--18 months, you operate your HR Agents independently. Complete source code, all prompts, all rule sets belong to you.
Preventive elimination of domain decision errors -- not after-the-fact correction.
Consistent rule interpretation across all locations and entities.
Reduced tax, compliance, and audit risk.
Scalability without knowledge loss through turnover.
Documented decision basis for audit and review.
Compliant architecture from day one -- no retroactive governance build.
Processes with high rule density and consistency requirements: merit cycles, salary band compliance, payroll decisions, policy interpretation, document processing. The discovery workshop identifies the highest leverage in your specific process landscape.
The Decision Layer makes every LLM decision transparent and traceable. Company agreements are mapped as explicit constraints in the system. We provide works council templates, logging documentation, and role concepts. Works council alignment can run in parallel with the build.
The Decision Layer is designed so critical decisions don't pass unreviewed. At low confidence scores or risk indicators, automatic escalation to a human occurs. Every decision -- whether autonomous or human -- is documented in the audit trail.
Each location and entity can have its own rule sets in the Decision Layer -- versioned, auditable, tenant-separated. The agent automatically applies the correct rule set based on location, entity, and collective agreement.
No. The architecture is HCM-agnostic. It works with SAP SuccessFactors, Workday, or any other HCM system via standardized interfaces. Agent logic is decoupled from the target system.
Whether merit cycle, payroll, onboarding, or policy compliance -- we start with one process, one agent, one week of discovery.
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