Function cockpit
Human Resources
Agents run the employee lifecycle. Humans make employment decisions.
Phase: Phase 3 — Functional orchestration
Run hire-to-retire as one coordinated work graph: requisition administration, scheduling, onboarding, policy service and records are agent work; selection, compensation, performance and termination remain human.
Trust score
0
Touchless
0%
Human review
0%
Override rate
0%
Capacity released
25-40% released HR-service capacity, reinvested in planning and employee relations
Accountable human
Chief Human Resources Officer
CoS agent: HR Chief of Staff
Autonomy, trust, and throughput at a glance
Health
Is this function holding
Four readings with a printed rule behind each, then the outcome measures the function is judged on. A reading without a rule is decoration.
Autonomy against target
69%
9 points short of the 78% target
Trust score
84
below the 85 floor: no promotion is eligible
Touchless rate
66%
34% of items still take a person somewhere in the run
Override rate
8%
people are reversing the agents often enough that the ceiling is doing real work
Time to schedule
-91%3.2hrs
Request to confirmed interview slot
Onboarding completeness
+1498%
All day-one tasks complete before start date
Policy-answer accuracy
+496%
Sampled answers verified against source policy
Internal mobility
+622%
Roles filled by existing employees
Adverse-impact flags
-31open
Cohort disparities under human investigation
Operations
What the function is running
The roster and where it sits on the ladder, the split between what runs alone and what a person still signs, and a slice of the floor as it stands.
Where this roster sits on the autonomy ladder
A0 assisted through A4 autonomous. Moving an agent up a rung is a governance decision, not a config change.
Agents
10
Active now
8
Tasks / 24h
6,506
Mean success
92%
Work mix, as it stands
How the function's volume divides between the agents and the people.
Runs end to end without a person
66%
cleared inside the ceiling, no queue, no signature
A person reads it before it clears
28%
evidence posted, a named reviewer signs
A person reverses the agent
8%
the agent proposed, the human decided otherwise
Capacity released
25-40% released HR-service capacity, reinvested in planning and employee relations
What runs without a person
Committed to autonomy inside a defined ceiling.
- Requisition administration and candidate-data cleanup
- Interview scheduling and coordination
- Grounded policy answers with citation to source
- Onboarding task orchestration across IT, Finance and Administration
- Benefits-case routing, learning reminders and exit checklists
What stays with people
Judgment, accountability, and anything a regulator would ask a human about.
- Hiring selection and offer terms
- Performance ratings and promotion decisions
- Compensation exceptions and pay equity judgment
- Discipline, termination and grievance handling
- Accommodation decisions and workforce restructuring
On the floor right now
A slice of live work. The full board carries every item.
- HR-3312Awaiting human
Compensation exception — senior architect offer
Attract · Compensation lead · 4h 24m old · +12% band
- HR-3313Escalated
Sourcing criterion remediation — proxy risk
Attract · CHRO · 1h 28m old · 1 requisition
- HR-3314Autonomous
Interview scheduling — Q3 engineering cohort
Attract · HR CoS · 12m old · 86 interviews
- HR-3315Complete
Onboarding orchestration — September joiners
Onboard · HR CoS · 7h 0m old · 42 joiners
- HR-3316Drafted
Policy clarification — hybrid travel eligibility
Develop · HR business partner · 1h 36m old · 318 queries
- HR-3317Complete
Access revocation follow-up — departed contractor
Transition · IT identity · 2h 22m old · 2 accounts
Actions
What this function is asking a person to do
Ordered by size. Each figure is a live count from this function's own work and governance records, not a target.
2
Items awaiting a person
queued against a named human, clock running
1
Governance decisions pending
an agent stopped at a gate and asked
0
Items older than 48 hours
on the floor long enough to be a problem
0
Agents below 80 confidence
running, but not at a level that supports a promotion
Brakes available right now
What a named human can pull today to stop this function, without waiting for an engineer.
- Protected-characteristic inference detected in any model output
- Unexplained outcome disparity across a candidate or employee cohort
- Confidential employee data exposed outside its access boundary
- Inability to provide a human appeal path
- Agent action taken on a consequential employment decision
Live observability
What has actually been decided, and where each agent stops
A dashboard that shows only outcomes hides the decisions that produced them. This is the governance record as written, and the ceiling every agent is held to.
Governance record
Most recent first. Each entry names the actor and the call.
Sourcing criterion blocked as proxy risk
ContainedFairness Monitor blocked a sourcing filter using continuous-employment history, which correlated with a protected characteristic in the candidate pool. Criterion removed and the search rerun.
escalation · Fairness Monitor · materiality high
Residual access after departure
ContainedOffboarding Agent detected two active application accounts 26 hours after a departure. Access revoked through IT identity and an evidence record opened.
escalation · Offboarding Agent · materiality medium
Compensation exception awaiting decision
PendingAn offer 12% above the published band was modeled with internal-equity comparison and market evidence. Held for HR business partner and compensation lead.
approval · Compensation lead · materiality high
Onboarding cohort completed autonomously
Auto-executedOnboarding Agent coordinated 42 new joiners across HR, IT, Finance and Administration with all day-one tasks confirmed complete before start.
notify · Onboarding Agent · materiality low
Escalation ceilings
Past the line the agent stops and hands the decision to the named human with the evidence attached.
- A3
HR Chief of Staff
Ceiling: Coordination only — no employment decision authority
Then: Any case involving discipline, grievance or accommodation routes immediately to an HR business partner.
- A2
Workforce Planning Agent
Ceiling: Scenario modeling only; no headcount authorization
Then: Restructuring scenarios are never generated without explicit executive commission.
- A2
Talent Sourcing Agent
Ceiling: Sourcing only; no rejection or ranking on substantive assessment
Then: Any criterion that could correlate with a protected characteristic is blocked and reported.
- A3
Candidate Operations Agent
Ceiling: Administration and scheduling only
Then: Candidate complaints or process disputes route to the recruiting lead within one hour.
- A3
Onboarding Agent
Ceiling: Task coordination only; access grants require IT identity approval
Then: Any incomplete task inside 48 hours of start date escalates to the hiring manager.
Is policy and strategy coming to fruition
Does the intent above this function reach the work inside it
Counted per sub-function, where each step only counts if the step before it did. A policy that never reaches a running workflow has not landed, however well it reads.
Chain from stance to transaction
2 of 11 sub-functions carry a ratified position, an active policy and a live workflow
Ratified position
2
of 11 sub-functions — a stance the leadership signed, not a draft
...and an active policy
2
a rule in force, with a version and an approver
...reaching a live workflow
2
the rule reaches something that actually runs
...and landing in a GBS tower
2
the run is executed on the shared transaction spine
9 of the 11 sub-functions are executing at volume without the full chain behind them. They run to a general standard rather than to a rule with a version and an approver, and the gap first appears at the position step.
What this page is, and what it is not
Every reading here is computed live from this function's own records, which makes it exact and makes it narrow. Volumes, unit costs, autonomy and trust are modeled: none has been reconciled against an enterprise resource planning system, a service management tool or a payroll register. Read the outcome measures as the shape of the argument, not as an audited result.
McKinsey describes agents cleaning candidate data, scoring under defined processes and scheduling interviews. Accenture reports use of inferred skills to support internal role matching. These examples support administrative and recommendation use, not autonomous hiring. Accenture and ServiceNow are developing personalized HR service workflows; outcome claims should be validated enterprise by enterprise.