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
Cost to serve per unit including inference, and where the capacity went
Unit economics
What a unit of Human Resources work costs to serve
Cost per unit is stated after inference, not before it. more
Units per week
122,363
Cost to serve / wk
$1.4M
was $3.6M
Run-rate saving
$114.7M
annualized at current volume
Inference spend / wk
$277K
20% of cost to serve
Capacity released
219.0 FTE
655 → 436 on the work
Cost to serve by sub-function
Before and after, per unit, with the inference component shown separately.
| Sub-function | Units / wk | Cost / unit before | Cost / unit now | Of which inference | Change | Weekly delta |
|---|---|---|---|---|---|---|
| Strategic Workforce Planning | 159 | $533 | $229 | $37 | -57% | $48K |
| Talent Acquisition | 15,785 | $14 | $5.91 | $1.47 | -58% | $128K |
| Onboarding | 18,493 | $33 | $12 | $3.58 | -63% | $383K |
| HR Business Partnering | 1,629 | $32 | $15 | $2.00 | -54% | $28K |
| Performance Management | 13,120 | $33 | $17 | $2.33 | -49% | $213K |
| Learning & Development | 17,814 | $52 | $19 | $4.62 | -63% | $577K |
| Talent Mobility | 13,379 | $24 | $8.26 | $0.96 | -65% | $207K |
| Total Rewards | 19,780 | $14 | $4.52 | $0.60 | -68% | $192K |
| Exit Management | 6,942 | $45 | $19 | $2.61 | -57% | $175K |
| Culture & Engagement | 1,089 | $32 | $11 | $1.52 | -67% | $23K |
| HR AI-IT | 14,173 | $25 | $8.92 | $1.50 | -65% | $231K |
| Total | 122,363 | $3.6M | $1.4M | $277K | -61% | $2.2M |
Inference is a variable cost that scales with volume, unlike the headcount it replaced. more
Where the released capacity went
Capacity that is not redeployed is not a saving, it is a rounding error waiting to be re-hired.
Strategic Workforce Planning
10.5 → 7.6 FTE
Roles held flat; released hours absorbed volume growth rather than headcount reduction.
Talent Acquisition
97.9 → 58.6 FTE
Redeployed into scenario work and strategy authoring review.
Onboarding
93.3 → 61.7 FTE
Redeployed into cross-function process redesign.
HR Business Partnering
21.2 → 15.6 FTE
Redeployed into data stewardship and evidence quality.
Performance Management
42.5 → 34.0 FTE
Redeployed into agent supervision, calibration and coaching.
Learning & Development
85.5 → 47.6 FTE
Roles held flat; released hours absorbed volume growth rather than headcount reduction.
Talent Mobility
38.2 → 23.8 FTE
Redeployed into customer-facing escalation ownership.
Total Rewards
83.4 → 64.5 FTE
Redeployed into customer-facing escalation ownership.
Exit Management
72.9 → 49.5 FTE
Redeployed into control design and independent testing.
Culture & Engagement
25.6 → 18.9 FTE
Redeployed into scenario work and strategy authoring review.
HR AI-IT
83.9 → 54.1 FTE
Redeployed into data stewardship and evidence quality.