HR & People
Pay and equity, kept consistent with what you're actually committed to.
A compensation cycle that drifts from an employment contract term, a statutory notification window, or a pay-equity obligation isn't just inconsistent — it's exposure.
Other typical workflows in this domain: recruiting & hiring, employee onboarding & offboarding, and learning & development.
Sample workflow: Compensation & benefits review cycle
Automation = deterministic, rule-based. AI = judgement at the step level — drafting, scoring, matching. Human = decision, relationship, or anything that sets a precedent.
01Benchmarking
AIMarket data gathered for matched roles across relevant markets.
02Positioning
HumanComp philosophy decided explicitly — where in market, cash versus equity.
03Bands
AISalary bands built per role family and level.
04Budget
HumanReview budget set within the plan.
05Proposals
HumanManager proposals within bands, tied to performance outcomes.
06Calibration
AIProposals calibrated; pay-equity analysis run across the population.
07Approval
HumanFinal decisions approved against budget.
08Equity mechanics
AutomationGrants processed correctly — valuation, statutory window, filings.
09Communication
HumanChanges communicated personally, with rationale.
10Payroll execution
AutomationChanges executed accurately in payroll from the effective date.
11Benefits review
AIBenefits reviewed for usage and value per market.
12Cycle retro
AIOffer-acceptance, attrition, and equity metrics reviewed.