HR & operations automation · Led by Monika MacDonald · Audit first, then build
How can I use AI to automate my HR?
You're buried in paperwork, reminders, scheduling and the same five questions every week. You've heard AI can help. You're right. But automate the wrong thing, and you've built a compliance problem that runs on its own.
or email monika@thedawsongroupsc.com
Why every build starts with an HR audit
Automation copies whatever process you give it, including the mistakes. If your onboarding is missing a required form, an automated onboarding misses it for every new hire, every time. And some decisions shouldn't be automated at all.
So we start with an audit focused on automation: what you're doing today, what's compliant, what needs fixing first, and what's safe to hand to a machine. Then we build.
Usually great to automate
- New-hire paperwork and onboarding checklists
- Interview scheduling and candidate updates
- PTO requests and tracking
- Reminders: reviews, certifications, I-9 re-verification
- Answering routine policy questions
- Routing documents for signature
- Operations busywork: intake forms, status updates, recurring reports and hand-offs between people
Keep a human in charge
- Hiring and firing decisions
- Discipline and performance ratings
- Accommodation and leave decisions
- Investigating complaints
- Anything where a tool could screen people out unfairly
How it works
- HR, operations & automation audit. We map your HR and operations processes, check them for compliance, and rank what's worth automating.
- Fix first. Anything non-compliant gets corrected before it's automated.
- Build. Automations built on the tools you already use where possible, with a person approving anything that matters.
- Train and hand off. Your team knows how it works, and you own it.
No forms. No pitch.
Tell me what's going on.
Text me, call me, or grab 30 minutes on my calendar. I usually reply within two hours during business hours.