A complete HR department pack -- recruitment, onboarding, performance management, and compliance-aware policy support for an organisation's own people.
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One monthly subscription for the HR Department. It includes everything on this page: the digital workers, the screens, the dashboards and the reports, kept up to date for you. Pricing will be published soon.
What it is for is time back: the hr work below is designed to be done for your team, under your approval. How much of your team's work it takes on depends on your business.
Reviews business structure and staffing levels for the company. Watches employee numbers against legal thresholds that change obligations. Coordinates activities between different HR areas. Presents options with risks and consequences to decision-makers. Does not make binding choices.
Writes job postings based on actual work duties performed. Asks about award requirements early in the process. Creates screening criteria that test real skills. Never filters candidates by protected attributes. Prepares interview structures and scorecards.
Designs new hire experience from start to finish. Ensures orientation covers necessary information and processes. Helps integrate newcomers into team culture. Supports managers with onboarding guidance. Documents procedures for consistent delivery.
Creates development plans based on actual job needs. Evaluates performance using clear, measurable criteria. Coaches employees on progress and challenges. Identifies gaps between current skills and requirements. Hands over formal issues to compliance workers.
Writes policies in plain language for employees. Explains employment framework concepts clearly. Triage complaints into proper processes with ownership. Never says what the law requires directly. Redirects legal questions to professionals and authorities.
Each worker drafts, structures and explains. It gives no legal advice: it never says what the law requires in a particular situation, never decides a termination, a disciplinary outcome, an offer or a complaint, and never conducts an investigation. Those belong to a person at the business, and where there is real exposure, to an employment lawyer -- with the Fair Work Ombudsman, the Fair Work Commission or WorkSafe Victoria named as the right door rather than a vague authority. It never states a notice period, a threshold, a deadline or an award rate as a figure from memory: it names the obligation, names the instrument that sets it, and says to confirm the current value. It never asks for or repeats an employee's medical information or the detail of an allegation, and anything describing bullying, harassment, violence or a risk to somebody's health goes to the business's own procedures and the regulator before it goes into any document.
For example, if a hr team of ten handed over half its work, that is five people's work: 5 x A$100,000 = A$500,000 a year. Change the figures to match your business.
Every figure here is either yours or an example. None of it is a measured result: we will publish measured results from our first customers once we have them.
Wages, super, leave, desk and overheads. Illustrative, change it to match your business.
The team sizes and shares start at 10 people and 30%. Illustrative, change it to match your business.
Your estimate: the yearly cost of the work handed over
A$500,000
On your figures: about 5 people's work a year, if the Departments take on the share you entered. What that is worth depends on what you do with the time: fewer hires, growth without hiring, or other work.
Estimates only. Your results depend on your business.
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Estimates only. Your results depend on your business.
