Function cockpit

Human Resources

Agents run the employee lifecycle. Humans make employment decisions.

Autonomy0% / 78%

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

Touchless

Human review

Override rate

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

Strategy, policy, observe, workflow, and AI GBS side by side

Five layers

What Human Resources actually runs

A function is not one thing. more

Strategy

21 agents

Agents that take positions, argue them, and get held to the outcome.

17 positions on the record

2 ratified, 4 in challenge

Policy

12 agents

The written rules every other agent is bound by, with version and owner.

36 binding rules

33 active, 3 superseded or retired

Observe

18 agents

Continuous sensing of the outside world and of the agents themselves.

18 watchers running

They watch the outside world and the agents themselves

Workflow

36 agents

Doing the work: lines, stations, and live units moving through them.

36 lines, 194 live units

13 held for a person right now

AI GBS

19 agents

Repeatable transaction processing run once for the whole enterprise.

2 shared towers

25 stations on this function run inside AI GBS

Strategy layer — positions on the record

Every position names its author, the agent paid to argue against it, and the conditions that would break it.

Build-Buy-Borrow Position

Rejected

Hold the ceiling at A2 for strategic workforce planning. more

author Workforce Strategy Agentchallenged by Strategic Workforce Planning Challenger Agentratifier VP Workforce Strategyconfidence 70%

Strategic Workforce Planning Operating Position

In challenge

Keep the repeatable plan scenario volume in the spine and pull the exception tail back into the function. more

author Build-Buy-Borrow Agentchallenged by Strategic Workforce Planning Challenger Agentratifier VP Workforce Strategyconfidence 80%

Hiring Doctrine Review

In challenge

Hold the ceiling at A3 for talent acquisition. more

author Hiring Doctrine Agentchallenged by Talent Acquisition Challenger Agentratifier VP Talent Acquisitionconfidence 83%

Talent Acquisition Operating Position

In challenge

Keep the repeatable requisition volume in the spine and pull the exception tail back into the function. more

author Hiring Doctrine Agentchallenged by Talent Acquisition Challenger Agentratifier VP Talent Acquisitionconfidence 72%

Onboarding Operating Position

Superseded

Hold the ceiling at A4 for onboarding. more

author Onboarding Orchestratorchallenged by Onboarding Challenger Agentratifier Director, Employee Experienceconfidence 86%

Org Design Change

Superseded

Hold the ceiling at A2 for hr business partnering. more

author Restructure Modeling Agentchallenged by HR Business Partnering Challenger Agentratifier VP HR Business Partneringconfidence 66%

17 positions across 11 sub-functions. Open a sub-function to see dissent, alternatives considered, and break conditions.

Policy layer — what binds the agents

Versioned rules with an owning agent, a human approver, and the agents they constrain.

Strategic Workforce Planning Decision Envelope

vv3.6

Agents in this lane may act without a human when the plan scenario sits inside the stated value, risk and confidence envelope. more

owner Planning Policy Agentapproved by VP Workforce StrategyLATAM · USbinds 4 agents

Strategic Workforce Planning Evidence Standard

vv5.6

Every autonomous decision writes inputs, the rule version applied, the model and prompt version, the output and a reversal path. more

owner Planning Policy Agentapproved by VP Workforce StrategyAPACbinds 4 agents

Strategic Workforce Planning Escalation Rule

vv2.3

Escalation is mandatory when confidence falls below the floor, when two options sit inside the confidence band, or when a break condition on a ratified position fires. more

owner Planning Policy Agentapproved by VP Workforce StrategyEU · UKbinds 4 agents

Strategic Workforce Planning Autonomy Ceiling

vv5.7

The ceiling for this lane is 62 on the platform scale. more

owner Planning Policy Agentapproved by VP Workforce StrategyAPACbinds 4 agents

Talent Acquisition Decision Envelope

vv1.7

Agents in this lane may act without a human when the requisition sits inside the stated value, risk and confidence envelope. more

owner Adverse Impact Monitorapproved by VP Talent AcquisitionLATAM · USbinds 6 agents

Talent Acquisition Evidence Standard

vv4.3

Every autonomous decision writes inputs, the rule version applied, the model and prompt version, the output and a reversal path. more

owner Adverse Impact Monitorapproved by VP Talent AcquisitionEU · UK · USbinds 6 agents

36 rules in the register. An agent cannot act outside the version in force.

Workflow layer — the lines doing the work

Each line is a workflow. more

116 in time65 late13 late and material

Line	Sub-function	Kind	Units / wk	Touchless	Timetable	Actual	Stations
HR1A Annual Plan Build	Strategic Workforce Planning	analytical	89	38%	206.7h	244.9h	9
HR1B Quarterly Re-forecast	Strategic Workforce Planning	analytical	69	35%	198.0h	251.1h	6
HR1C Build-Buy-Borrow Position	Strategic Workforce Planning	judgment	1	30%	347.1h	335.7h	7
HR2A Req-to-Offer	Talent Acquisition	transactional	4,224	82%	8.3h	7.0h	11
HR2B Talent Pool Nurture	Talent Acquisition	transactional	8,087	77%	25.5h	30.6h	5
HR2C Agency & Vendor Management	Talent Acquisition	transactional	3,470	74%	3.2h	3.8h	5
HR2D Hiring Doctrine Review	Talent Acquisition	judgment	4	39%	358.0h	347.4h	6
HR3A Offer-to-Productive	Onboarding	transactional	6,488	87%	6.5h	7.8h	9
HR3B Rehire & Boomerang	Onboarding	transactional	7,461	84%	23.2h	26.9h	4
HR3C Bulk Cohort Onboarding	Onboarding	transactional	4,544	90%	7.7h	8.7h	5
HR4A Manager Support Case	HR Business Partnering	transactional	650	57%	8.9h	9.8h	5
HR4B Org Design Change	HR Business Partnering	judgment	4	17%	560.6h	585.5h	8
HR4C Employee Relations Case	HR Business Partnering	transactional	975	57%	2.2h	2.5h	6
HR5A Goal Cycle	Performance Management	transactional	7,378	58%	12.9h	16.5h	5
HR5B Year-end & Calibration	Performance Management	transactional	1,431	59%	10.8h	10.7h	7
HR5C PIP Lifecycle	Performance Management	transactional	4,311	52%	21.2h	18.1h	7
HR6A Skill Gap-to-Capability	Learning & Development	transactional	6,404	86%	22.4h	19.6h	6
HR6B Compliance Training Cycle	Learning & Development	transactional	5,925	76%	4.4h	3.4h	6
HR6C Content Build	Learning & Development	transactional	5,480	81%	8.4h	9.3h	5
HR6D Capability Investment Position	Learning & Development	judgment	5	47%	501.8h	606.0h	6
HR7A Internal Move	Talent Mobility	transactional	7,726	67%	4.6h	5.9h	6
HR7B International Assignment	Talent Mobility	transactional	5,577	65%	6.0h	7.8h	8
HR7C Succession Slate Refresh	Talent Mobility	analytical	76	40%	99.1h	92.9h	5
HR8A Annual Merit Cycle	Total Rewards	transactional	5,677	68%	25.8h	21.1h	8
HR8B Off-cycle Adjustment	Total Rewards	transactional	7,798	62%	12.3h	15.0h	5
HR8C Benefits Renewal	Total Rewards	transactional	6,302	66%	12.7h	16.5h	6
HR8D Rewards Philosophy Position	Total Rewards	judgment	3	36%	506.3h	430.5h	6
HR9A Voluntary Exit	Exit Management	transactional	2,382	61%	11.1h	13.4h	8
HR9B Involuntary Exit	Exit Management	transactional	4,559	63%	9.8h	11.7h	8
HR9C Reduction in Force	Exit Management	judgment	1	12%	710.4h	628.7h	8
HR10A Engagement Survey Cycle	Culture & Engagement	transactional	1,046	60%	20.4h	25.7h	8
HR10B Always-on Listening	Culture & Engagement	analytical	39	47%	133.4h	98.7h	5
HR10C Culture Intervention	Culture & Engagement	judgment	4	22%	712.2h	907.2h	7
HR11A Data Quality Remediation	HR AI-IT	transactional	5,555	72%	9.0h	10.3h	5
HR11B System Change Release	HR AI-IT	transactional	4,876	74%	18.8h	16.0h	7
HR11C Agent Onboarding & Certification	HR AI-IT	transactional	3,742	75%	4.5h	3.9h	7

Observe layer — the watchers

Sensing agents and the agents that supervise other agents.

Workforce Planning Orchestrator

Owns the strategic workforce planning lane end to end. Sequences the other agents, holds the timetable, and decides what surfaces to a human.

A288%

Strategic Workforce Planning Challenger Agent

Adversarial reviewer for strategic workforce planning. Argues the opposite case on every position and flags where the evidence does not carry the claim.

A295%

Talent Acquisition Orchestrator

Owns the talent acquisition lane end to end. Sequences the other agents, holds the timetable, and decides what surfaces to a human.

A391%

Talent Acquisition Challenger Agent

Adversarial reviewer for talent acquisition. Argues the opposite case on every position and flags where the evidence does not carry the claim.

A292%

Onboarding Orchestrator

Owns the onboarding lane end to end. Sequences the other agents, holds the timetable, and decides what surfaces to a human.

A387%

Onboarding Challenger Agent

Adversarial reviewer for onboarding. Argues the opposite case on every position and flags where the evidence does not carry the claim.

A295%

HRBP Orchestrator

Owns the hr business partnering lane end to end. Sequences the other agents, holds the timetable, and decides what surfaces to a human.

A288%

Org Health Signal Agent

Watches hr business partnering continuously. Detects drift, quantifies it, and routes what matters without waiting for a reporting cycle.

A293%

AI GBS layer — the shared spine

Repeatable transaction processing does not belong to this function. more

Open towers

p2p159 units / wk routed

Strategic Workforce Planning

h2r122,204 units / wk routed

Talent Acquisition · Onboarding · HR Business Partnering · Performance Management · Learning & Development · Talent Mobility · Total Rewards · Exit Management · Culture & Engagement · HR AI-IT

Stations running inside AI GBS

25 of 235 stations(11% of the function's stations)

Read this page as the honest answer to “what would an 80% agentic Human Resources look like?” The strategy and policy layers are where the argument happens. The workflow and AI GBS layers are where the volume goes. The observe layer is the only reason the other four can be trusted.

Sub-function breakdown