Human Resources & People Operations

Vantage helps HR teams centralize people data from HRIS, payroll, and engagement systems, build automated onboarding and offboarding workflows, track workforce KPIs, and generate compliance reports — all without IT involvement.

Automate Employee Onboarding from Day Zero to Day Ninety

Trigger a structured onboarding sequence when a new hire record is created, coordinating across HR, IT, facilities, and the hiring manager.

Scenario: When a new employee is added to the HRIS, the system should automatically create tasks for equipment provisioning, system access, orientation scheduling, and day-one communications — ensuring nothing falls through the cracks.

Workflow Steps:

1. Logical Trigger — Fire when a new employee record is created in the HRIS database
2. Database Query (PostgreSQL) — Pull the new hire's full record: name, role, department, manager, start date, location, job family, seniority level
3. AI Enrichment — Generate a personalized onboarding checklist based on role, department, and seniority:
   • Standard items for all hires (badge, laptop, email, orientation)
   • Role-specific items (software licenses, system access, regulatory training)
   • Department-specific items (team introductions, project briefings)
4. Multi-Conditional — Route tasks by responsible team:
   • IT provisioning → Create Task (Jira) for IT: order laptop, set up email, configure VPN, assign software licenses
   • Facilities → Create Task (Jira): badge creation, desk assignment, parking pass
   • HR → Create Task (Jira): benefits enrollment, I-9 verification, handbook acknowledgment
   • Manager → Send Email to hiring manager with day-one agenda template and team intro schedule
5. Send Email (Gmail) — Send welcome email to the new hire with start date details, what to bring, and parking/building access instructions
6. Send Message (Slack) — Announce the new hire in the department channel: "Welcome @{Name} joining as {Role} on {Date}! 🎉"
7. Schedule Trigger — Run a follow-up workflow:
   • Day 7: Send Email to new hire with week-one feedback survey
   • Day 30: Send Email to manager with 30-day check-in reminder + survey
   • Day 90: Send Email to HR with probation review reminder
8. Dashboard Output — Populate:
   • Gantt Tile — Onboarding task timeline per new hire
   • Step Tile — Onboarding completion progress (% of checklist items done)
   • Table Tile — Active onboardings with task status by team
   • Metric Tile — New hires this month, average onboarding completion time, task completion rate

Key Nodes: Logical Trigger, Database Query, AI Enrichment, Multi-Conditional, Create Task (Jira), Send Email, Send Message, Schedule Trigger, Dashboard Output

Analyze Workforce Trends and Plan Headcount

Track key people metrics — headcount, turnover, compensation, and diversity — for executive visibility and planning.

Scenario: A CHRO needs a live workforce dashboard showing headcount trends, voluntary turnover rates, compensation benchmarks, and DEI metrics across all business units.

Workflow Steps:

1. Schedule Trigger — Run daily
2. Database Query (PostgreSQL) — Pull employee master: employee ID, hire date, termination date, department, location, job family, level, salary, gender, ethnicity, manager, performance rating
3. Aggregation — Calculate workforce metrics:
   • Total headcount, active vs. terminated
   • Monthly turnover rate: terminations / average_headcount * 100
   • Voluntary vs. involuntary turnover split
   • Average tenure by department
   • Headcount growth rate
4. Computed Column — Calculate derived metrics:
   • Compa-ratio: actual_salary / midpoint_of_salary_band
   • Regrettable turnover: high performers (top 20%) who left voluntarily
   • Span of control: direct reports per manager
   • Gender and ethnicity representation by level and department
5. Aggregation — Roll up by business unit, location, job family, and level
6. AI Enrichment — Generate insights: "Engineering has a 24% annualized turnover rate, 3x the company average. 67% of departures are from the IC3–IC4 level with 1–2 years tenure. Exit survey analysis indicates 'career growth' as the top departure reason. Recommend implementing an engineering career ladder and mentorship program."
7. Dashboard Output — Populate:
   • Metric Tile — Total headcount, turnover rate %, open requisitions, average tenure
   • Line Tile — Headcount trend and turnover trend over 24 months
   • Pie Tile — Workforce composition by department / location / job family
   • Bar Tile — Turnover rate by department (highlight outliers)
   • Comparison Tile — This quarter vs. last quarter metrics
   • Histogram Tile — Salary distribution by job family
   • Pivot Tile — Representation matrix: Level × Demographics
   • BI Intelligence Tile — AI-generated workforce narrative for the board report
   • Forecast Tile — Projected headcount based on hiring pipeline and attrition trends
8. Write PDF — Generate monthly HR executive report
9. Send Email — Distribute to CHRO and business unit leaders

Key Nodes: Schedule Trigger, Database Query, Aggregation, Computed Column, AI Enrichment, Write PDF, Send Email, Dashboard Output

Monitor Leave Balances and Flag Compliance Risks

Track PTO balances, absence patterns, and leave compliance across the organization.

Scenario: An HR operations team needs to monitor leave balances approaching expiration, flag unusual absence patterns, and ensure FMLA compliance tracking is current.

Workflow Steps:

1. Schedule Trigger — Run daily
2. Database Query (PostgreSQL) — Pull leave balances: employee, leave type (PTO, sick, FMLA, bereavement), balance hours, accrual rate, expiration date (use-it-or-lose-it policies)
3. Database Query (PostgreSQL) — Pull absence records: employee, date, type, duration, approved by
4. Aggregation — Calculate:
   • PTO utilization rate by department: hours used / hours available
   • Upcoming expirations: employees losing > 40 hours if not used in next 60 days
   • Monday/Friday absence frequency by employee (potential pattern)
5. Filter — Flag conditions:
   • PTO > 80% of annual balance remaining with < 90 days until expiration
   • FMLA: approaching 12-week maximum for the rolling year
   • Unplanned absence frequency > 2x department average
6. Multi-Conditional — Route by type:
   • PTO expiration risk → Send Email to employee with balance reminder + Send Email to manager for planning awareness
   • FMLA approaching limit → Send Email to HR benefits specialist for compliance review
   • Absence pattern → Dashboard Output to HR review queue (no automated email — requires human judgment)
7. Dashboard Output — Populate:
   • Bar Tile — PTO utilization by department
   • Table Tile — Leave balance detail with expiration countdown
   • Metric Tile — Average PTO utilization %, FMLA active cases
   • Line Tile — Monthly absence trend

Key Nodes: Schedule Trigger, Database Query, Aggregation, Filter, Multi-Conditional, Send Email, Dashboard Output

Measure Employee Engagement with AI-Powered Survey Analysis

Aggregate pulse survey results, detect sentiment trends, and surface actionable insights.

Scenario: An HR team runs monthly engagement pulse surveys and needs to analyze results by department, track trends over time, and alert managers when their team scores drop significantly.

Workflow Steps:

1. Schedule Trigger — Run on the 5th of each month (after survey close)
2. Database Query (PostgreSQL) — Pull survey responses: employee ID (anonymized), department, question category (engagement, manager effectiveness, growth, wellness), score (1–5), comments
3. Aggregation — Calculate by department and question category:
   • Average score
   • Response rate
   • Net Promoter Score (NPS from the eNPS question)
4. AI Enrichment — Analyze open-ended comments:
   • Sentiment classification: positive, neutral, negative
   • Topic extraction: what are employees talking about?
   • Generate department-specific insights: "Engineering's 'growth opportunity' score dropped from 4.1 to 3.2 this month. Comment analysis reveals 5 mentions of 'promotion process' and 3 mentions of 'career path.' This aligns with the elevated IC3–IC4 turnover identified in workforce analytics."
5. Computed Column — Calculate month-over-month change in scores by department
6. Filter — Flag departments with score decline > 0.5 points or score < 3.0 in any category
7. Multi-Conditional — Route by severity:
   • Score < 3.0 or decline > 1.0 → Send Email to HR business partner + VP of the department
   • Decline 0.5–1.0 → Send Email to department manager only
8. Dashboard Output — Populate:
   • Line Tile — Engagement score trends by department over 12 months
   • Comparison Tile — This month vs. last month by department
   • Pivot Tile — Department × Category score matrix
   • BI Intelligence Tile — AI-generated engagement narrative
   • Histogram Tile — Score distribution across all respondents
   • Metric Tile — Company eNPS, response rate %, average engagement score

Key Nodes: Schedule Trigger, Database Query, Aggregation, AI Enrichment, Computed Column, Filter, Multi-Conditional, Send Email, Dashboard Output

Example Dashboard: People & Culture Dashboard

Build this dashboard to give your CHRO and HR leaders a comprehensive view of workforce health, engagement, and operational metrics.

Row 1 — People Metrics

Row 2 — Workforce Analytics

Row 3 — Compensation & Diversity

Row 4 — Onboarding & Engagement

Row 5 — AI Insights & Leave

Getting Started

To build HR workflows:

1. Connect your HRIS — Add your people database (PostgreSQL, MSSQL, or MongoDB) under Integrations
2. Start with onboarding — Build a Logical Trigger workflow that fires when new hire records are created
3. Build workforce analytics — Schedule Trigger → Database Query → Aggregation → Dashboard Output for headcount and turnover tracking
4. Add engagement monitoring — Connect survey results and use AI Enrichment for comment analysis
5. Create the people dashboard — Metric, Line, and Pivot tiles give HR leaders instant visibility into workforce health