HR Process Automation, Audit & Build

Who this is for

50+ headcount companies where People ops is consumed by spreadsheets and manual handoffs, especially companies with enterprise customers facing SOC2 or ISO27001 audits.

The problem

Most scale-ups have an HRIS they half-use, an ATS that doesn’t integrate with anything, and a People Coordinator stitching it together with spreadsheets and goodwill. Compliance gets patchy. Employee experience suffers in obvious ways (the “first day, no laptop, no Slack access” classic). For companies with enterprise customers, the gaps become audit findings.

What you get

• Current state map of all HR and People ops processes
• Automation opportunity scoring (effort vs. ROI)
• 3–5 prioritised automation builds — typically onboarding, offboarding, leave, performance cycles, and engagement surveys
• Integration design across HRIS, ATS, identity provider, and IT asset management
• Compliance documentation aligned to your audit requirements
• Runbooks for the in-house owner

How it works

8 weeks
Weeks 1–2	audit and opportunity scoring
Weeks 3–6	build and integration
Weeks 7–8	documentation, training, and handover