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HR workflows

Give every employee process a clear owner, next step, and audit trail

Coordinate employee lifecycle work while keeping personal data scoped and employment decisions with qualified people.

Connect HRIS, recruiting, identity, payroll, document, and collaboration tools. AI can extract, summarize, retrieve, or draft. Significant employment decisions should remain with qualified people.

Discuss your workflowView all departments

Example flow

Designed around your controls

  1. 1

    HR event

    Approved hire, request, or lifecycle change

  2. 2

    Scope

    Role, location, policy, and permissions

  3. 3

    Coordinate

    HR, IT, payroll, manager, and documents

  4. 4

    Approval

    Human review for sensitive decisions

  5. 5

    Verify

    Completion, access state, and evidence

Operational friction

Where hr work loses momentum

Lifecycle work spans teams

HR, IT, payroll, managers, facilities, and employees all own different parts of the same process.

Answers need context and care

Policy questions vary by role and location, while sensitive cases require privacy and qualified judgment.

Access can outlive the person

Role changes and departures are risky when deprovisioning and evidence live in disconnected checklists.

Workflows we can build

Start with one bounded workflow

These are examples, not claimed customer results. Discovery confirms the systems, permissions, edge cases, and authority required.

01

New-hire onboarding

Trigger HR, IT, payroll, manager, calendar, equipment, and training tasks from an approved hire record.

  1. Approved hire
  2. Create scoped tasks
  3. Track owners
  4. Verify day-one readiness
02

Employee policy and case assistant

Answer from approved policy sources with citations, respect role-based access, and escalate ambiguous or sensitive cases.

  1. Authenticate request
  2. Retrieve approved policy
  3. Answer with sources
  4. Escalate when needed
03

Recruiting coordination

Normalize candidate documents, schedule interviews, draft communications, and prepare structured recruiter review packets.

  1. Organize applications
  2. Coordinate interviews
  3. Prepare review packet
  4. Recruiter decides
04

Role changes and offboarding

Coordinate access changes, asset return, payroll notifications, acknowledgements, and verified deprovisioning.

  1. Approved change
  2. Assign lifecycle tasks
  3. Confirm revocation
  4. Record evidence

Stack architecture

Add intelligence between your systems, not outside their controls

Systems

Approved tools and events

Context

Scoped data and documents

Rules / agent

Stable rules plus bounded AI

Approval / action

Authority matches the risk

Logs

Result, errors, and evidence

Integrations

Connect the hr tools you already use

These are platforms we can build custom integrations for—not one-click connector claims. Scope depends on edition, API access, permissions, limits, and security needs.

See all integrations

Workday

BambooHR

Greenhouse

Slack

Microsoft Teams

Gmail

Microsoft Outlook

Asana

Baselines, not claims

Decide what improvement means before the build

These are measurement areas. They are not promises or past customer results. We baseline the current workflow and agree how each metric will be calculated.

Readiness

Onboarding completion time, late tasks, and verified day-one access and equipment.

Case service

Response and resolution time, approved-source coverage, and escalation rate.

Lifecycle control

Task completion, access-change latency, missing evidence, and unresolved ownership.

HR guardrail

Human authority stays visible

Candidate and employee data should be least-privilege and purpose-limited. AI may prepare information, but hiring, performance, compensation, and other consequential decisions stay with qualified people.

Common questions

Direct answers before discovery

Can an AI agent decide who to hire?

CombineApps does not recommend autonomous employment decisions. AI can help organize information and coordinate work, while qualified people apply documented criteria and make consequential decisions.

How do you protect employee and candidate data?

The design should use least-privilege access, purpose-limited data, role-based permissions, retention rules, logging, and clear escalation for sensitive cases.

Can onboarding connect HR and IT systems?

Potentially. The exact workflow depends on supported APIs, identity design, tenant permissions, required approvals, and how completion is verified across systems.

Related departments

Follow the workflow across team boundaries

IT

Gather context, coordinate allowlisted actions, and stop sensitive remediation at visible approval gates.

Explore IT

Operations

Give every request, order, vendor handoff, and exception a visible owner and next step.

Explore Operations

Finance

Connect accounting, billing, spend, document, and communication systems without removing finance approval.

Explore Finance

Start with the workflow

Design one employee workflow with privacy built in

Bring the lifecycle step, owners, systems, and policy constraints. We will map permissions, approvals, evidence, and exception handling.

Discuss your workflow