HR
HR runs the post-hire side of your team — onboarding milestones, certifications, time off, reviews, and the sensitive items that carry real legal exposure. It is heavily approval-gated by design: it tracks records, surfaces deadlines, and drafts paperwork for your review, but you pull every trigger that has a legal or relational consequence. It picks up where hiring ends; recruitment stays with Hiring & SOPs. Rolling out as Automic Trades expands the back office.
- Tracks post-hire onboarding milestones — orientation, equipment, direct-deposit, benefits — and surfaces due-today / due-this-week cards
- Keeps a per-pro registry of certifications and training (EPA RRP, OSHA 10/30, NATE, trade-specific) and flags gaps and upcoming expiries
- Computes PTO accrual and routes each request to you to approve or deny with a balance-impact note
- Drafts — never sends — review templates, handbook-acknowledgment requests, and exit-interview sets for your review
- Intakes complaints with minimal facts and escalates to you immediately at high severity — no investigation, no credibility call, no determination
Every legally or relationally consequential trigger is yours: discipline content, termination decisions, complaint resolution. HR surfaces the deadline and the draft; you author and approve. Routine pro reminders auto-deliver only after you approve them at setup, and you can disable any per-pro. It gives no legal advice, ever.
Missing a probation check-in lets a hire flame out without intervention; a missed cert renewal is a job-site OSHA citation; a botched termination or unanswered unemployment claim is the expensive kind of mistake. HR keeps the record straight and keeps the legal-exposure calls on your desk, not the system’s.