Employee's assistant
Explains the employee's recorded balance, helps prepare a permitted request and locates assigned policies.
acts as Employee
AI assistant
Help the HR team prepare work and follow up within its permissions.
An AI assistant can help people navigate the configured Core HR application and prepare permitted work. It must use the same current subject, employer and document access rules as the person it assists. The website describes intended behavior; application configuration, model access and action availability require verification.
Teaching an agent the system
curl -s erp.ai/skill.md
Start with the platform skill, then verify the configured Core HR actions and restricted service identity. This bootstrap does not establish that any application endpoint is already available.
These are illustrative work requests. Verify the supported actions and response handling during implementation; this is not a published endpoint contract.
# Example work after configuration
$ curl -s erp.ai/skill.md | paste into your agent
› Explain the reserved and available days in my leave balance.
› Prepare my leave request using the configured work schedule.
› Show the missing evidence for this employee's first day.
› Summarize the proposed reporting change at its effective date.
› Find my assigned policy acknowledgments that remain outstanding.
› Show unresolved external access tasks for this offboarding.
What an agent typically does here
Manager's assistant
Summarizes operational team absence and assigned decisions without sensitive reasons or unrestricted documents.
acts as Manager
HR Specialist's assistant
Organizes permitted onboarding work, document follow-up and the evidence needed for review.
acts as HR Specialist
HR Manager's assistant
Prepares a scoped change summary or report with its effective date, coverage and unresolved exceptions.
acts as HR Manager
Admin's assistant
Prepares technical configuration and redacted diagnostics within current access, without inventing HR domain authority.
What it cannot do alone
The assistant may prepare a permitted proposal but cannot supply the independent human decision required for a hire, protected change, readiness, retention action or correction. A service identity cannot become the employee who acknowledged a policy or the person who confirmed a factual event.
Use the accepted content version and effective boundary for actions. Changes to dates, scope or material values may require renewed review. Do not apply a future change early, invent actual commencement or mark a required task complete merely because a request was sent.
Metering
Agent executions, workflows and model usage follow the published pricing rules. Ordinary manual work and managed machine execution have different billing treatment. Review the pricing page and the implementation plan for the actions and model configuration you intend to enable.
Useful preparation and follow-up
Help an employee understand their own recorded leave balance, locate an assigned policy or prepare a request. Help an HR Specialist organize permitted onboarding tasks and identify missing evidence. Help an authorized HR Manager summarize proposed changes, outstanding decisions or a scoped report with its cutoff and coverage.
Keep factual distinctions visible. A future hire is not yet current headcount. An acknowledgment is not an external provider outcome. A document on file is not a certification of legal eligibility. When evidence is missing or a result is uncertain, identify the unresolved work rather than filling the gap with a confident status.
Respect sensitive information
Summaries, search, exports and generated messages inherit the underlying access rules. Team visibility does not expose medical reasons, identity files, family information or a former team’s historical PII. Retrieve only the information needed for the permitted task and do not disclose private document links beyond their authorized audience.
Reports should name their population and date basis. Leave calculations use the configured schedule, policy and daily evidence; the assistant must not invent universal employment rules or statutory entitlements. Questions requiring policy interpretation or a legal conclusion remain with the responsible human adviser.