2 from 1,000 employees

Eight legal entities.
One set of data.

In a large group the question is not whether something can be automated, but whether it is traceable, secure and consistent across every legal entity. That is exactly what HR-Autopilot is built for.

Book a demo Security & audit

Several legal entities in one environment Audit-proof logs SLA and a dedicated environment available

What is different in a group

The technology is not the hurdle.
Governance is.

Building a workflow takes minutes. Building it so that internal audit, the works council and data protection are satisfied is the real task, and the autopilot brings the tools for that.

⌸

Several legal entities

Each entity with its own programmes, its own rules and its own owners, in one environment, cleanly separated and still reportable together.

⚿

Roles and permissions

Who may build workflows, who may only start them, who sees which data? Permissions can be tailored finely, down to individual fields.

☑

Four-eyes approval

Changes to live workflows can require approval. Who changed what and when is in the log.

⛬

Audit reliability

Every execution is logged in full: which value, from which programme, to which target, at what time. Exportable at the touch of a button.

⚑

Works council

HR automation can be subject to co-determination. We have supported this several times and provide a template works agreement and a question catalogue.

⛨

A dedicated environment & SLA

On request a dedicated environment, a named contact and contractually agreed response times.

→System landscape

A landscape grown over years?
Not a reason to stop.

In groups grown over years there is almost always something in the company’s own data centre: a payroll system from the nineties, an industry solution, a time and attendance server with no public interface. We connect those too.

Cloud programmes and on-premise systems alike
Connection through a secured link into your own network
File-based transfers where no interface exists
Migrations: handing over data when an HR system changes

“Integrations that used to be maintained by hand now run on their own. We have made payroll considerably more stable.”

Benedikt Köhler · HR IT Systems Specialist · GEMA · 900 employees

250hours a month
saved at Betty Barclay

→For IT

No data warehouse.
No black box.

HR-Autopilot keeps no permanent copy of your HR data. Data is received, translated and passed on, and every value is visible and named in the workflow. That is the point at which most IT reviews end.

Data centres in Germany certified to ISO 27001
Data processing agreement and technical measures on request
NIS2 requirements met
When a vendor changes an interface, we follow up, not your IT team

Free and without an appointmentThree tools that tell you something straight away

No brochure, no sales loop. In a few minutes you have a number you can put in front of your management.

∑Calculate your savingsWhat manual work costs each year, with a detailed breakdown60 seconds ◇System checkWhich of your programmes are already connected?60 seconds ◉HR automation scoreWhere you stand against companies of your size3 minutes

What large groups automate

Different processes.
A different scale.

In a group it is rarely about a single new joiner, but about processes that have to run cleanly and verifiably across every entity.

Across entities

Group-wide reporting

HR system per entity→Translation→Group report

Eight entities, eight sets of field names, one report. Only the translation layer makes metrics comparable across every unit.

1 set of dataacross every entity

When systems change

Migration without losing data

Old system→Translation→New system→Reconciliation

When the HR system changes we take over the data handover including the reconciliation log, and keep both systems in sync during the transition.

Parallel operationwithout double maintenance

Subject to co-determination

Hearings and deadlines

Form→Works council→Deadline monitoring→Employee file

Create the hearing, watch the deadline, set a reminder, document the outcome. Every step logged, exactly what internal audit wants to see.

Fullylogged and exportable

Role-based

Bringing permissions along

HR system→Directory service→Business applications→Access control

When someone changes department, permissions change in five systems. By hand that takes weeks, and nobody notices what is left over.

The same dayinstead of weeks later

Questions from group projects

What we settle
with IT and internal audit

Can several legal entities be managed separately?

Yes. Each entity can have its own programmes, its own workflows and its own owners, in one shared environment, cleanly separated and still reportable across the group.

How granular can permissions be?

Roles and permissions can be tailored down to individual fields. You decide who may build workflows, who may only start them and who sees which data. Changes to live workflows can be made subject to approval.

Is use subject to co-determination?

HR automation can be subject to co-determination, particularly where conduct or performance is affected. We have supported several works council procedures and provide a template works agreement together with a question catalogue.

What does internal audit see?

Every execution is logged in full: which value, from which programme, to which target, at what time and triggered by what. The logs can be exported.

Can systems in our own data centre be connected?

Yes. We connect on-premise systems through a secured link into your own network. Where no interface exists, we work with file-based transfers.

Is there an SLA and a dedicated environment?

Both are available: a dedicated environment, a named contact and contractually agreed response times.

The builder

A real workflow,
not a diagram.

Fetch the apprentices from the training system, have the questionnaire filled in, fill Personio and Sage, send two messages. Built without a line of code.