What does an HR agent do?

It answers recurring employee questions on leave, timekeeping, policies, onboarding steps and processes — in seconds, with source references to HR documentation. Typical L1 ticket reduction for HR teams: 30–40%.

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The problem

Mid-market HR teams spend disproportionate time on standard questions. 'How many leave days do I have?', 'How do I file a travel request?', 'What are the mobile-work policies?'. That's capacity missing from strategic HR work. The Genow Platform can help with this and take some of the burden off.

Architecture

The agent sits on policies, HR handbook, process documentation and — with approval — HRIS integration for personal data (leave balance, timekeeping). Answers come with citations and a clear escalation logic for sensitive topics.

Onboarding path

New joiners follow a structured, agent-guided path: welcome information, checklists, contacts, first training. The Genow agent doesn't replace personal contact — it offloads routine and ensures consistency.

Governance

Sensitive topics (illness, termination, conflicts) auto-escalate to the HR business partner. No self-diagnosis, no legal advice — clear guardrails.

ROI

Typical numbers: 30–40% fewer L1 HR tickets, notably faster onboarding, higher satisfaction on standard queries.

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FAQ

Is this subject to employee participation?

Engaging the works council is mandatory. Scope is defined jointly.

Which data sources?

HR handbook, process documentation, optionally HRIS data.

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