Boldr AI
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HR operations: hire to retire

HR requests resolved at the first tier.

Hire to retire mapped once, requests tiered, access by role and payroll with controls.

Start a Value Discovery SprintSee how it works
Tier 0
self-service + agent
6 → 0
manual steps per new hire
1
map, hire to retire
HR requests resolved at the first tier.Tier 0portal + agentTier 1multiskill HR teamTier 2specialistsVolume resolved at each level

1The problem

Why every HR request waits for a person

Every request goes to a person.

Payslip copies, vacation balances and employment letters arrive by email to an HR generalist, who answers each one by hand between hiring and payroll work.

New hires wait days for access.

IT receives the access request only after the start date, one system at a time, so the new hire spends days without a working login or ERP access.

Payroll checked by eye.

Hires, leaves and overtime reach payroll in spreadsheets, a specialist scans the totals before release, and errors surface when employees complain about their pay.

2How it works

How Boldr AI tiers HR service from hire to retire

  1. 1

    Map hire to retire

    Activities, controls, hand-offs.

  2. 2

    Tier requests

    Lowest tier that can resolve.

  3. 3

    Bundle access

    By role, triggered by the hire.

  4. 4

    Control payroll

    Variance checks before release.

3What you get

What the HR operations redesign delivers

Hire-to-retire map

One flow from hiring to exit with every activity, control and hand-off marked, used as the reference for tiering requests and automating access.

Service desk tiers

Every request type assigned a tier, from tier 0 self-service and agent to specialists, so each request lands at the lowest tier able to close it.

Access bundles

Access grouped by role and triggered by the hire record, cutting manual steps per new hire from six to zero, so people work from day one.

Payroll checklist

A checklist for every payroll run with the input cut-off, variance checks that flag unusual changes before release and the person who signs off.

What runs it:Workflow

4Results

How Boldr AI will measure HR operations

Baseline firstMeasured with your people in the sprint.
Control groupWhere a pilot runs, a group that changes nothing.
Your numbersReported in your systems, not ours.

Next step

Scope your first HR operations sprint

Define the scope in minutes. We turn your answers into a focused Value Discovery Sprint.

Scope your sprint
in three questions.

Pick the capability. Your answers tell us where a Value Discovery Sprint would look first; a value consultant comes back with a proposed scope.

1What capability do you want to focus on?
2How many ways does an invoice get processed across your entities?
3Who owns an invoice exception?
4How many days to close the month?

Your readout

Your answers shape the scope.

A sprint would likely look first at:

  • Invoice scenarios to retire
  • Exceptions by cause
  • Days lost in the close

A value consultant replies within one business day.

Questions

Do Boldr AI's HR agents see employees' personal data?

Boldr AI's HR agents see only the fields their tier needs, and Boldr AI logs every action they take. Requests that need more personal data move to the HR team at tier 1 or tier 2.