human-resources/registry/workflows/workflow.hr.automation-roadmap.md

id, name, summary, owner, status, domain, intent_phase, tags, assessment, lifecycle, scope, actors, inputs, outputs, metrics_hooks

id	name	summary	owner	status	domain	intent_phase	tags	assessment	lifecycle	scope	actors	inputs	outputs	metrics_hooks
workflow.hr.automation-roadmap	HR Automation Roadmap	Prioritize high-impact repetitive HR tasks for intelligent automation while preserving human-led strategic and relational work.	human-resources	draft	consumer	automation-roadmap	automation roadmap prioritization planning	stage last_reviewed blockers notes inventory 2026-06-24 Depends on workflow.hr.current-state-assessment reaching automation_potential stage Initial scaffold entry; candidate list seeded from INTENT automation guidance.	depends_on precedes supports workflow.hr.current-state-assessment	includes excludes prioritizing automation candidates by impact, effort, and risk defining human-in-the-loop boundaries per candidate sequencing rollout (start small, expand with feedback) building or deploying HRIS/payroll products replacing coaching, complex dispute resolution, or culture-building	HR operators and people-ops leads engineering/automation agents (future implementation) custodian agents (workplan and registry coordination)	current-state assessment outputs (process maps, pain points) INTENT automation best practices (high-impact repetitive tasks first) compliance and data-security constraints	ranked automation backlog with rationale per-candidate human-touch boundaries phased rollout plan with feedback/ROI review 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