---
id: workflow.hr.automation-roadmap
name: HR Automation Roadmap
summary: Prioritize high-impact repetitive HR tasks for intelligent automation while preserving human-led strategic and relational work.
owner: human-resources
status: draft
domain: consumer
intent_phase: automation-roadmap
tags:
  - automation
  - roadmap
  - prioritization
  - planning

assessment:
  stage: inventory
  last_reviewed: "2026-06-24"
  blockers:
    - Depends on workflow.hr.current-state-assessment reaching automation_potential stage
  notes:
    - Initial scaffold entry; candidate list seeded from INTENT automation guidance.

lifecycle:
  depends_on:
    - workflow.hr.current-state-assessment
  precedes: []
  supports: []

scope:
  includes:
    - prioritizing automation candidates by impact, effort, and risk
    - defining human-in-the-loop boundaries per candidate
    - sequencing rollout (start small, expand with feedback)
  excludes:
    - building or deploying HRIS/payroll products
    - replacing coaching, complex dispute resolution, or culture-building

actors:
  - HR operators and people-ops leads
  - engineering/automation agents (future implementation)
  - custodian agents (workplan and registry coordination)

inputs:
  - current-state assessment outputs (process maps, pain points)
  - INTENT automation best practices (high-impact repetitive tasks first)
  - compliance and data-security constraints

outputs:
  - ranked automation backlog with rationale
  - per-candidate human-touch boundaries
  - phased rollout plan with feedback/ROI review hooks

metrics_hooks:
  - manual-touch reduction target per candidate (TBD)
  - cycle-time reduction target per candidate (TBD)
  - employee self-service adoption (TBD)
---

# HR Automation Roadmap

## Overview

Second INTENT phase: turn assessment findings into a sequenced automation plan.
Automation amplifies efficiency; strategic and relational HR work stays
human-led per INTENT.

## Candidate seed list

From INTENT automation guidance—validate against current-state inventory:

| Candidate | Typical impact | Human touch retained |
|-----------|----------------|----------------------|
| Onboarding paperwork & checklist routing | High volume, repetitive | Culture immersion, manager intro |
| Leave and absence requests | Self-service friendly | Complex cases, accommodations |
| Benefits enrollment reminders | Seasonal, rule-based | Plan design, exceptions |
| Compliance tracking & audit prep | Error reduction | Investigations, judgment calls |
| Basic HR reporting | Time savings | Interpretation, strategy |
| Payroll-adjacent data validation | Accuracy | Compensation design (out of scope for product build) |

## Prioritization rubric

Score each candidate (1–5) on:

1. **Volume** — how often the task runs
2. **Repetition** — rule-bound vs judgment-heavy
3. **Pain** — current friction from assessment
4. **Risk** — compliance/privacy exposure if automated poorly
5. **Readiness** — data, tools, and policy clarity available

Prefer high `(volume + repetition + pain) / risk` with readiness ≥ 3.

## Assessment loop position

Blocked at **`inventory`** until current-state assessment advances to
`automation_potential`. See `registry/assessment-loop.md`.

### Next steps

1. Import validated candidates from current-state assessment.
2. Apply prioritization rubric; produce ranked backlog.
3. Define phase-1 pilot (single candidate, clear ROI metric).
4. Advance to `automation_potential` when backlog is ranked and bounded.

## INTENT linkage

> *"…current-state assessment, **automation roadmap**, metrics framework,
> specific workflows…"* — `INTENT.md`

> *"Automation excels at admin (payroll, benefits enrollment, compliance
> tracking, basic reporting) but strategic/relational elements remain
> human-led."* — `INTENT.md` background