How to automate HR processes

An agent that handles the routine side of HR: it answers staff questions from your policies, collects onboarding documents, runs leave and expense requests up to the manager's approval, tracks contract dates and sorts applications for a person to decide. Below: real examples, the steps to set it up, how it connects to the tools you use, and the pitfalls.

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Public examples

Built by other companies and vendors, with figures exactly as their sources publish them. They are not our clients; follow each source for the full story.

Hitachi · conglomerate, Japan; HR shared services: An AI assistant named Skye, built on the Ema platform, runs HR processes from start to finish across more than twenty employee-lifecycle use cases, including onboarding, leave applications, claims and reimbursements, inside Microsoft Teams and Google Chat.; Result: not stated on the page; onboarding was described as taking "up to 15 days" before.; Source: Ema, 2025; vendor case study
Overture Partners · professional services, USA: A knowledge assistant built from over 400 internal documents, with separate custom GPTs for sales, recruiting and HR.; Result: training cut "from 13 weeks down to just 2 in some cases" (vendor-published, single executive testimonial, no method given).; Source: CustomGPT.ai, first published 13 September 2024

How it is set up

Gather the HR process documents (policies, leave rules, onboarding checklist) and set the version each answer must cite. Keep employee records in the HRIS, not in the agent's own store.
Authenticate each employee through the company identity provider (SSO) and limit each answer to that person's own record; managers see only their team.
Answer policy questions from the approved documents with the source shown. Route anything about pay disputes, medical leave or misconduct to an HR person.
Run workflows (leave request, expense claim, equipment order) as steps: collect fields, check balances and limits in the HRIS, then submit for the manager's approval.
Write the approved request to the HRIS or payroll system through its API and confirm the write before telling the employee it is done.
Log questions, unanswered questions, approvals and corrections. Review the unanswered list monthly and add the missing policy text.

Rather not build and maintain it yourself?

We build this agent around your own process, connect it to your tools, and keep it working as things change. You approve what matters; every action is logged.

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Connecting your tools

BambooHR: REST API for employee records, time off and onboarding tasks. Docs
Workday: REST and SOAP web services for worker, time-off and compensation data. Docs
Gusto: REST API for employees, pay schedules and time off. Docs
Microsoft Teams: Bot Framework and Microsoft Graph for chat and approval cards. Docs
Slack: Web API and Events API for HR chat and approval messages. Docs
Google Calendar: Calendar API to book onboarding and training sessions. Docs
Gmail: Gmail API to send the welcome email and forms to a new hire. Docs

Questions people search for

AI agent for HR

An HR agent answers policy questions from approved documents and runs routine requests (leave, expense claims, onboarding tasks) through the HR system's API. It must read each employee's data only under that employee's access rights. Begin with questions and document search, and add write actions after HR signs off.

How to build an AI agent for HR

Pick two or three requests that are frequent and rule-based. Connect the HRIS through its API (BambooHR, documentation.bamboohr.com; Workday, developer.workday.com, add single sign-on, and keep the policy documents versioned. Test with real employee accounts from different teams before launch.