01Scope
Map the AI opportunity across the whole HR landscape.
We started with the process inventory the HRIS team already had, and scored every HR process on four axes: business value if automated, risk if it goes wrong, technical feasibility, and fit with the Workday platform. 84 processes scored, ranked, walked through with stakeholders.
On the highest-value, lowest-risk processes we ran end-to-end reviews to identify where a specific agent could live. Mass hiring was the deep-dive: 11 workflow steps, 6 systems involved, 4 human approval gates. We mapped the agent boundary cleanly.
02Outcome
A roadmap the CHRO took to the board.
The deliverable was a three-horizon plan: 0 to 6 months (fix-the-basics automation), 6 to 18 months (Phase 0 agents on the bank's own Workday tenant), 18+ months (production agents and operating model redesign).
Risk, governance, AI Act posture documented per use case. Funding ask presented to the audit and risk committee three weeks after we closed the engagement.
- AI readiness heatmap across HR processes
- Manager experience assessment
- End-to-end review of a complex staffing process
- Three-horizon roadmap (Ask to Agent)
- Governance and risk position by use case
