See how the agent orchestrates a full onboarding, answers HR questions 24/7 or generates a personalized training plan.
The HR & Workforce Agent is a Claude agent that supports employees throughout their journey: onboarding, answering HR, IT and process questions, and building tailored training plans. It works from your internal knowledge bases, answers at any hour and passes sensitive situations, or anything your policies do not cover, to the HR team.
The agent works for HR, managers and new joiners. It coordinates the onboarding steps that depend on several teams and answers everyday questions, so HR can focus on supporting people. It connects to your HRIS, knowledge base and internal tools through the MCP protocol.
A new joiner's arrival (role, team, start date, manager), your onboarding journeys, your HR, IT and process guidelines, and the training needs raised by managers. It relies on the tools you already have, such as the HRIS, the internal knowledge base and the training catalogue, so it never answers from memory.
It builds an onboarding journey suited to the role, schedules access requests and meetings, and sends the right messages at the right time. It answers employee questions and cites the internal source. For training, it matches the skills required with the needs managers have raised, then proposes a plan for each person or team.
An onboarding journey tracked step by step, access requested before day one, sourced answers to common questions and training plans the manager can adjust. HR can see where each onboarding stands and what is holding it up, instead of chasing everyone by hand.
Sending onboarding messages, standard access requests, answering questions covered by your guidelines and a first draft of the training plan.
An exception to the planned journey, a sensitive access request or a training plan that commits budget. The agent prepares it, and the manager or HR approves.
A personal situation, a conflict or a question no policy covers. The agent does not answer on HR's behalf: it passes the request on with the conversation history.
A new hire joins the engineering team. The agent sets up her access, schedules her first meetings and supports her through the first weeks, without HR having to coordinate everything.
An employee wants to know their entitlement. The agent answers by citing the internal rule and, if the case is unusual, passes the question to HR with its context.
A manager wants to build their team's skills. The agent proposes a plan for each person from the internal catalogue, which the manager adjusts and approves.
A new joiner's arrival (role, team, start date, manager), your onboarding journeys, your HR, IT and process guidelines, and the training needs raised by managers. It relies on the tools you already have, such as the HRIS, the internal knowledge base and the training catalogue, so it never answers from memory.
It builds an onboarding journey suited to the role, schedules access requests and meetings, and sends the right messages at the right time. It answers employee questions and cites the internal source. For training, it matches the skills required with the needs managers have raised, then proposes a plan for each person or team.
An onboarding journey tracked step by step, access requested before day one, sourced answers to common questions and training plans the manager can adjust. HR can see where each onboarding stands and what is holding it up, instead of chasing everyone by hand.
Sending onboarding messages, standard access requests, answering questions covered by your guidelines and a first draft of the training plan.
An exception to the planned journey, a sensitive access request or a training plan that commits budget. The agent prepares it, and the manager or HR approves.
A personal situation, a conflict or a question no policy covers. The agent does not answer on HR's behalf: it passes the request on with the conversation history.
Deployed in production, the HR & Workforce Agent automates onboardings, HR Q&A and training plans — with HR validation on sensitive cases.
30 minutes to validate feasibility on your processes. No slides, no pitch — a concrete conversation.