Automate the Work
Between the Work
HR and People teams carry the connective tissue of every employee experience — and most of it is manual, repetitive, and high-stakes. This audit identifies exactly where Claude Cowork can eliminate the administrative drag, reduce compliance risk, and free your team to focus on the work that actually requires human judgment.
New hires arriving without equipment or system access on day one. Offboarding checklists living in someone's head. Inconsistent documentation across managers. Exit interviews never scheduled or follow-through spotty. Every onboarding rebuilt from scratch for each hire.
HR rebuilding the entire review cycle infrastructure from scratch each cycle. Reminder emails drafted manually. Manager calibration notes living in personal docs. Self-review templates never quite right. Post-review development plans rarely documented consistently.
Investigation notes inconsistently formatted across HR BPs. PIP templates adapted ad hoc. Accommodation request documentation scattered. Case files difficult to locate or reconstruct. Documentation gaps discovered only when legal gets involved.
Open enrollment guides rewritten each year from scratch. The same benefits questions answered individually via email all year long. Life event change communications inconsistent. Benefits comparison documents outdated by the time employees see them.
Handbook last updated 18+ months ago. Policy changes communicated inconsistently to different employee segments. Multiple versions of the same policy circulating. Employees asking HR for policy clarifications that are already documented somewhere.
Monthly headcount reports taking a full day to pull together. Board decks rebuilt from scratch each quarter. Attrition analysis narratives written fresh every time. DEI data living in three different systems that never quite match. Executive asks for one-off cuts of data that take hours.
Training completion rates tracked manually in spreadsheets. Manager reminder emails drafted individually. Program recaps written from scratch after each cohort. New hire required training not consistently assigned or tracked. L&D calendar communicated late or inconsistently.
Merit increase letters drafted one by one in a mail merge that breaks every year. Total rewards statements employees don't understand. Equity grant communications landing in people's inboxes with no context. Comp cycle timelines communicated ad hoc to managers. Job architecture documentation scattered and inconsistently maintained.
Your HR Automation Priority Report
Based on your scores, here's where Claude Cowork will deliver the highest return on your people team's time — and where automation reduces your compliance exposure.
Download Your Executive Brief
A polished PDF version of this report, ready to share with your leadership team or use as a planning document.