111 lines
3.8 KiB
Markdown
111 lines
3.8 KiB
Markdown
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---
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id: workflow.hr.automation-roadmap
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name: HR Automation Roadmap
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summary: Prioritize high-impact repetitive HR tasks for intelligent automation while preserving human-led strategic and relational work.
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owner: human-resources
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status: draft
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domain: consumer
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intent_phase: automation-roadmap
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tags:
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- automation
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- roadmap
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- prioritization
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- planning
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assessment:
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stage: inventory
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last_reviewed: "2026-06-24"
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blockers:
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- Depends on workflow.hr.current-state-assessment reaching automation_potential stage
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notes:
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- Initial scaffold entry; candidate list seeded from INTENT automation guidance.
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lifecycle:
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depends_on:
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- workflow.hr.current-state-assessment
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precedes: []
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supports: []
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scope:
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includes:
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- prioritizing automation candidates by impact, effort, and risk
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- defining human-in-the-loop boundaries per candidate
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- sequencing rollout (start small, expand with feedback)
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excludes:
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- building or deploying HRIS/payroll products
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- replacing coaching, complex dispute resolution, or culture-building
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actors:
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- HR operators and people-ops leads
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- engineering/automation agents (future implementation)
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- custodian agents (workplan and registry coordination)
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inputs:
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- current-state assessment outputs (process maps, pain points)
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- INTENT automation best practices (high-impact repetitive tasks first)
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- compliance and data-security constraints
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outputs:
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- ranked automation backlog with rationale
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- per-candidate human-touch boundaries
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- phased rollout plan with feedback/ROI review hooks
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metrics_hooks:
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- manual-touch reduction target per candidate (TBD)
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- cycle-time reduction target per candidate (TBD)
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- employee self-service adoption (TBD)
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---
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# HR Automation Roadmap
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## Overview
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Second INTENT phase: turn assessment findings into a sequenced automation plan.
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Automation amplifies efficiency; strategic and relational HR work stays
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human-led per INTENT.
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## Candidate seed list
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From INTENT automation guidance—validate against current-state inventory:
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| Candidate | Typical impact | Human touch retained |
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|-----------|----------------|----------------------|
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| Onboarding paperwork & checklist routing | High volume, repetitive | Culture immersion, manager intro |
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| Leave and absence requests | Self-service friendly | Complex cases, accommodations |
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| Benefits enrollment reminders | Seasonal, rule-based | Plan design, exceptions |
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| Compliance tracking & audit prep | Error reduction | Investigations, judgment calls |
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| Basic HR reporting | Time savings | Interpretation, strategy |
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| Payroll-adjacent data validation | Accuracy | Compensation design (out of scope for product build) |
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## Prioritization rubric
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Score each candidate (1–5) on:
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1. **Volume** — how often the task runs
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2. **Repetition** — rule-bound vs judgment-heavy
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3. **Pain** — current friction from assessment
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4. **Risk** — compliance/privacy exposure if automated poorly
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5. **Readiness** — data, tools, and policy clarity available
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Prefer high `(volume + repetition + pain) / risk` with readiness ≥ 3.
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## Assessment loop position
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Blocked at **`inventory`** until current-state assessment advances to
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`automation_potential`. See `registry/assessment-loop.md`.
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### Next steps
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1. Import validated candidates from current-state assessment.
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2. Apply prioritization rubric; produce ranked backlog.
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3. Define phase-1 pilot (single candidate, clear ROI metric).
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4. Advance to `automation_potential` when backlog is ranked and bounded.
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## INTENT linkage
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> *"…current-state assessment, **automation roadmap**, metrics framework,
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> specific workflows…"* — `INTENT.md`
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> *"Automation excels at admin (payroll, benefits enrollment, compliance
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> tracking, basic reporting) but strategic/relational elements remain
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> human-led."* — `INTENT.md` background
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