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. Model spend, retrieval, evaluation and the human review time that agents still trigger are all inside the number. A cost-per-unit figure that excludes inference is a marketing number.
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. If volume doubles, the inference column doubles. That is the honest trade being made here.
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.