The Problem
70% of HR expertise is implicit. It exists in the minds of individual employees – not in systems. Collective bargaining agreements, company agreements, service instructions, compliance rules: a complex set of regulations whose application varies from person to person.
The consequences: inconsistent decisions across locations, errors that only surface in audits, knowledge loss through staff turnover, processes that don’t scale.
Three Use Cases
1. HR Document Processing
Sick leave certificates, employment contracts, certificates, references – the HR Agent reads, understands, and processes HR documents with contextual language understanding. No template recognition. Professional review against collective agreements and company policies.
2. Policy Queries and Knowledge Management
Knowledge Agents provide answers about company agreements, HR policies, and collective bargaining agreements. Every answer includes source reference, rule version, and validity period. Without a verified source, no answer is given.
3. Workflow Orchestration
Onboarding, offboarding, transfers, parental leave – the Workflow Agent orchestrates cross-location HR processes. Every step is logged. When information is missing, the workflow pauses and escalates in a structured manner.
Works Council and Co-determination
AI agents in the HR domain are subject to co-determination (Mitbestimmung) under § 87(1) No. 6 BetrVG. Gosign agents are designed to be works-council-ready from the start:
Human-in-the-Loop: Final decisions remain with humans. The agent prepares and recommends – it does not autonomously decide on personnel actions.
Transparency: Every agent decision is traceable in the Auditor Portal. The works council receives read access to all relevant decision logs.
No performance monitoring: The agent processes workflows – it does not evaluate employee performance.
Decision Layer for HR
The Decision Layer checks every agent decision against:
Professional rules from collective agreements and company policies. Compliance requirements (GDPR, anti-discrimination law, BetrVG). Model confidence – at uncertainty, escalation occurs. Bias potential – systematic review for discriminatory patterns.
A complete audit trail entry is generated per decision: input data, applied rule, rule version, confidence score, result, timestamp.
EU AI Act Compliance
HR agents fall under the high-risk category of the EU AI Act (Annex III, No. 4: Employment, worker management). Gosign agents meet the requirements architecturally:
Risk management system: Decision Layer as integrated risk assessment. Data governance: Versioned rule sets, controlled data sources. Transparency: Explainable decisions, Auditor Portal. Human oversight: Human-in-the-Loop as architectural principle.
Integration
SAP SuccessFactors, Workday, Personio, DATEV LODAS, Microsoft Teams (via Microsoft Graph), SharePoint, and more via REST/SOAP. Agent logic is decoupled from the target system.
Business Impact
Routine cases processed autonomously – with complete documentation. Exceptions escalated to humans – with context and recommendations. Consistent rule application across all locations. Every decision traceable for auditors and works council. Scalable without proportional headcount increase. Knowledge stays in the system – not in individual minds.
Ownership
Complete source code, all prompts, all rule sets belong to the client. After 12–18 months, you operate your HR agents independently.