Does this replace our HRIS?

No. The agents work inside the HRIS, payroll and ATS you already run. Replacing a system is a decision the scan can inform, never a precondition.

How do you handle employee data?

Employee data stays in your systems and your access rules apply to the agents. Questions about pay, health or personal circumstances always go to a person, and every action on a record is logged.

Will the HR team actually use it?

They help design it. The colleagues who answer the questions and run onboarding today map the workflow with us, sign off on the gates, and own the system from day one.

What about the works council and the collective agreement?

The rules in your collective agreement and policies are what the agents draft from, and the audit trail shows which rule was applied to which case. That record is what a works council or an auditor asks for.

Which workflow should we start with?

Usually the HR service desk, because the questions come daily and the policies exist. The scan confirms whether that holds for your team or whether onboarding comes first.

What do we own at the end?

The system, its documentation, its rules and templates, and the runbooks. We hand it over so HR runs it without us.

All industries

Agents on the HR systems you already run.

We make your HRIS, payroll and ATS fit to carry agents, then put agents on onboarding, the HR service desk and contract changes, with HR at every decision that touches an employee.

Start with a one-week scan

One week. One HR workflow. A working example on your own data.

AgentLabs puts AI agents on top of the systems HR teams already run. First we fix what stops the HRIS, payroll and ATS from carrying agents, then agents take over onboarding, the HR service desk and contract changes, with HR signing off on anything an employee sees or that touches pay, every action logged, and HR owning the result.

Where the work stalls in HR.

Not adopted
The HRIS came with AI features, and the HR team still works from the inbox and a spreadsheet, because nobody built the features into how they work.
Same questions, by hand
Leave, payroll and policy questions arrive every day, and the same answers are written by hand each week.
Onboarding across five systems
A new hire means accounts, contracts, equipment and a checklist across five systems, chased by email.
Cost grows with headcount
Every growth step in headcount means another HR hire, so the department grows as fast as the company.

Three workflows that are usually the first candidates.

Examples to start your own list from. The scan finds the ones that fit your operation.

Employee onboarding and offboarding

Today: A new hire triggers a checklist: contract, accounts, equipment, first-week plan, spread over HRIS, IT and a manager's inbox, and something is always late.
Agents take over: Agents prepare the contract from the approved offer, request the accounts and equipment, draft the first-week plan, and reverse it all at offboarding.
A person decides: HR approves the contract and the checklist before anything reaches the new hire, and a manager confirms the first-week plan.
The audit trail records: Every step, who approved it and when it reached the employee are recorded per hire.
Your team owns: The checklist, the templates and the approval points are HR's own, in the HRIS.

The HR service desk

Today: Questions about leave, payroll, contracts and policy arrive by email and chat, and the answer depends on who reads it and what they remember.
Agents take over: Agents sort the questions, draft the answer from the company's own policies and the employee's record, and route what needs a person.
A person decides: An HR colleague approves every draft before it is sent, and anything about pay, health or personal circumstances goes to a person first.
The audit trail records: The question, the policy used, who approved the answer and what was sent are logged per case.
Your team owns: The policy library and the routing rules belong to HR, who change them without a developer.

Contract changes and payroll mutations

Today: A promotion, a change of hours or a salary step means a form, a contract addendum, a payroll mutation and three people checking each other's typing.
Agents take over: Agents draft the addendum and the payroll mutation from the approved change, check them against the collective agreement and the company's rules, and prepare the employee's letter.
A person decides: HR approves the addendum and payroll approves the mutation before either is processed; nothing changes an employee's pay without both.
The audit trail records: The approved change, both approvals and the processed mutation are recorded per employee.
Your team owns: The rules, the addendum templates and the approval thresholds are HR's and payroll's own.

Where HR teams usually start.

The HR service desk, for most HR teams. The questions come every day, the policies already exist, and the judgment line is clear: HR approves what an employee reads. The team notices it as soon as drafts start landing in the queue.

How it would go

01The scan maps the current queue with the HR colleagues who answer it, and reads what in your HRIS and policy documents must change before agents can carry it.
02The working example answers one month of real questions, drafts only, nothing sent.
03The build adds the approval gate, the routing for pay and personal topics, and the handover to the HR lead.
04Onboarding follows once the desk runs.

The governed layer in HR.

Where a person signs off

Anything an employee reads, anything that touches pay, and every contract. Agents draft, HR and payroll commit.

What the audit trail records

Which policy an answer came from, who approved what, and what changed in which record and when. Enough to answer an employee, a works council or an auditor.

What HR owns

The policy library, the templates, the checklists and the runbooks, in the HRIS you already run. When a policy changes, HR changes it.

Start with one HR workflow.

One week, fixed scope. You leave with a map of where AI creates leverage in your HR operation, a read of your HRIS, payroll and ATS, and a working example of one workflow on your own data.

Start with a one-week scan

What you get

Opportunity map
Workflow candidates
Stack read
Working example of one workflow
Risk assessment
Value estimate
Recommended roadmap

Questions from HR teams.

Does this replace our HRIS?: No. The agents work inside the HRIS, payroll and ATS you already run. Replacing a system is a decision the scan can inform, never a precondition.
How do you handle employee data?: Employee data stays in your systems and your access rules apply to the agents. Questions about pay, health or personal circumstances always go to a person, and every action on a record is logged.
Will the HR team actually use it?: They help design it. The colleagues who answer the questions and run onboarding today map the workflow with us, sign off on the gates, and own the system from day one.
What about the works council and the collective agreement?: The rules in your collective agreement and policies are what the agents draft from, and the audit trail shows which rule was applied to which case. That record is what a works council or an auditor asks for.
Which workflow should we start with?: Usually the HR service desk, because the questions come daily and the policies exist. The scan confirms whether that holds for your team or whether onboarding comes first.
What do we own at the end?: The system, its documentation, its rules and templates, and the runbooks. We hand it over so HR runs it without us.

Service lines that carry this

AI Workflow Automation Agentic Process Transformation