RPA in HR

End-to-end onboarding automation triggered by offer acceptance in your ATS or HRIS. The bot creates the employee record, provisions accounts, and sends credentials and first-day instructions within minutes of the hire being confirmed. IT provisioning follows role-based templates, and benefits and payroll records are set up automatically. A process that takes 2 to 4 days across 6 to 8 systems completes in under 15 minutes.

Automated extraction and compilation of payroll inputs: timesheets, expense claims, commissions, and absence deductions, consolidated and loaded into your payroll platform in the exact format it requires. Variance detection flags anomalies before processing, such as hours well outside contracted levels or unusual commission swings, so nothing processes silently. A cycle that involves 3 to 8 hours of manual data gathering runs automatically in under 30 minutes.

Automated leave request processing from submission through approval, balance update, and payroll deduction, without HR touching any standard request. Entitlement rules apply per contract type and jurisdiction, including UK Working Time Regulations, US FMLA, and Australian National Employment Standards. Requests exceeding the accrued balance are auto-declined with the correct balance shown, and absence pattern monitoring flags Bradford Factor scores above threshold. Standard requests clear same-day; only FMLA, long-term sickness, and disputed balance cases escalate.

Systematic offboarding triggered by the termination date in the HRIS and executed on the last working day without HR initiating each step. Access revocation covers your directory, email, and SaaS tools, with file ownership transferred to the manager before account closure. Final pay inputs, including leave payout and notice, go to payroll automatically, and the benefits provider is notified. GDPR-compliant retention scheduling removes personal data after the required period.

Automated propagation of employee master data from the HRIS to every downstream system, so a promotion or pay change entered once flows to payroll, finance, and IT automatically. Delta sync processes only records changed since the last run. Conflicts route to an exception queue with both values shown instead of silently overwriting either version, and validation checks catch bad data before it propagates. Employee data stays reporting-ready across all systems without manual reconciliation.

Automated assembly of HR compliance reports from HRIS, payroll, and timekeeping systems, delivered on schedule without anyone pulling data the night before the deadline. US reports include EEO-1, FLSA overtime compliance, and FMLA tracking; UK reports include Gender Pay Gap data formatted for GOV.UK submission. Audit trails are kept in an append-only log exportable for SOC 2 evidence or ISO 27001 reviews. Reporting that took 2 to 3 days of manual data gathering completes overnight.