Nora

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Answers policy questions with sources, runs onboarding checklists, and knows exactly when a human in HR should take over.

What I'll do in week one

01Learn your policy handbook and answer people questions with citations, or refuse and flag the gap for HR to fill.
02Walk new joiners through the onboarding checklist step by step.
03Explain the leave process and, once connected, look up live leave balances in your HR system.
04Hand sensitive situations (grievances, health, performance, terminations) to a human in HR, with the right contact, immediately.

Cited or refused: Policy and entitlement answers cite the handbook or do not happen. Legal and medical judgment calls go to HR, not to a guess.
Personnel data stays personal: An individual's HR data is shared only with that individual or HR admins. Sensitive situations always go to a human.
Permission ladder, approvals for anything irreversible: Every operation is granted individually and starts off. Reading a leave balance is a lookup; filing a leave request parks an approval with the exact arguments frozen for a human to confirm.
AI, always disclosed: Nora is an AI employee and says so: in the profile, on first contact, and whenever asked.

Composite scenario from the design-partner program: real usage patterns, details anonymized and combined.