Heartpace AI
Three agents. One Heartpace.
A transparent, role-based AI layer for HR work: each agent reads approved Heartpace data, drafts the work, asks for approval, and logs every action.
Heartpace AI
What stays human
HR Admin Agent
for HR
EU Pay Transparency Directive reporting · Equal Pay analysis with job-evaluation context
Manager Coach Agent
for Managers
1:1 and quarterly Talks prep packs · OKR drafting and progress nudges
Employee Service Agent
for Employees
Vacation, leave, sick day balance and requests · Policy lookup in any language
Reads
Drafts
Human approval
Outcome
Plain-language AI
What a Heartpace agent actually does.
It is not a black-box chatbot. A Heartpace agent is a role-specific assistant with scoped tools, permission-aware context, human approval gates and audit logs.
It reads approved Heartpace data
Employee records, policies, documents, salary data, OKRs, surveys and workflows — only within the user's permissions.
It drafts work, not final decisions
Reports, talking points, onboarding tasks, salary review notes and policy answers are prepared for humans to review.
It asks for approval
Sensitive actions like pay changes, reports, employee messages and escalations stay behind explicit approval gates.
It leaves an audit trail
Every tool call, source, draft, approval and workflow step is logged for GDPR, ISO 27001 and internal review.
Important for HR buyers
Agents do not replace HR judgement. They reduce admin, prepare better decisions and make sure the work is traceable.
Equal pay, GDPR and audit-ready work in minutes.
A governed assistant for HR compliance work. It runs Equal Pay analyses, drafts EU Pay Transparency Directive reports, redacts GDPR access requests and triages whistleblowing intake — every action audit-logged and reversible.
Scenario — Anna runs Q1 Equal Pay analysis
Anna · HR Manager · 487 employees
What it does
- EU Pay Transparency Directive reporting
- Equal Pay analysis with job-evaluation context
- GDPR data access request handling
- Whistleblowing intake triage and redaction
- Policy gap analysis vs Nordic labor law
- DORA incident drill orchestration
- Audit trail and signature workflows
What stays human
Pay adjustments, terminations, signed reports, anything regulator-bound — always require human approval.
HR Admin Agent · for HR
Real cases it can solve
Real case
EU Pay Transparency report before the deadline
HR asks for Q1 pay transparency readiness across 100+ employees.
salary mapping, job architecture, role groups, market salary data
A report with pay gaps, explanations, missing data and suggested remediation notes.
HR reviews, CFO approves, union/committee pack is generated only after sign-off.
Directive-ready evidence pack with audit trail, source links and next actions.
Real case
Whistleblowing intake without exposing sensitive data
A new anonymous case is submitted and HR needs a safe first triage.
case category, policy, timeline, attachments metadata
A redacted summary, severity classification and recommended handler routing.
Only the assigned HR/legal owner can open the case details and take action.
Faster triage while protecting anonymity and keeping legal documentation intact.
Better Talks, faster. Grounded in your data.
Drafts 1:1 prep cards with goals, 360 context and privacy-safe anonymous survey trends. Recommends salary adjustments grounded in Market Salary Data. Detects burnout and disengagement risk before they become exits.
Scenario — Erik prepares for a 1:1
Erik · Engineering Manager · 8 reports
What it does
- 1:1 and quarterly Talks prep packs
- OKR drafting and progress nudges
- 360 evaluation summarization
- Salary review recommendations with market data
- Anonymous survey trend detection with privacy thresholds
- Burnout and disengagement early warnings
- Coaching tips tailored to manager experience level
What stays human
Salary changes, performance ratings, written feedback to employees — drafted by AI, approved by humans.
Manager Coach Agent · for Managers
Real cases it can solve
Real case
Manager Talk prep that actually uses the data
A manager opens tomorrow's 1:1 and asks what to focus on.
previous Talks, OKR progress, anonymous team survey trends, 360 feedback
A structured agenda with questions, risks, praise points and follow-up suggestions.
Manager edits the agenda and decides what is shared with the employee.
Better prepared conversations and more consistent leadership quality.
Real case
Salary review guidance for fair manager recommendations
Salary review opens and managers need consistent recommendation support.
salary band, market salary data, performance notes, budget rules
A recommendation range with rationale, fairness warnings and manager talking points.
Manager adjusts, HR calibrates, final salary decisions remain human-approved.
Less bias, less HR bottleneck and faster salary review cycles.
Instant answers across the employee lifecycle.
An always-on service desk for every employee, in their language. Answers vacation balance, policy, and benefits questions. Starts workflows for onboarding, eSign, OKR drafts, and Talks prep. Routes anything sensitive to the right human.
Scenario — Maja asks a quick question
Maja · Senior Engineer · Stockholm
What it does
- Vacation, leave, sick day balance and requests
- Policy lookup in any language
- eSign and document retrieval
- Onboarding tasks and check-ins
- OKR draft suggestions
- 1:1 prep notes for the employee side
- Hand-off to HR for sensitive topics
What stays human
Anything outside published policy is escalated to HR. Sensitive topics (harassment, whistleblowing) go directly to a human.
Employee Service Agent · for Employees
Real cases it can solve
Real case
Vacation and policy answers without HR tickets
An employee asks how many vacation days remain and what can be carried over.
vacation balance, contract, local policy, manager hierarchy
A plain-language answer with policy source and an optional vacation request.
Manager approves the leave request in the normal Heartpace workflow.
Employee gets an instant answer; HR avoids another routine ticket.
Real case
Onboarding support from day one to day ninety
A new hire asks what to complete before their first day.
onboarding template, documents, manager tasks, role profile
A personal checklist, document reminders and questions for the first manager check-in.
HR owns the template; manager confirms role-specific tasks.
New hires get clarity without waiting for HR or their manager to answer everything.
What the agents cannot do
Heartpace AI agents are governed assistants, not autonomous decision-makers. Here is what they will never do without explicit human approval.
- Make salary changes or process payments
- Expose individual eNPS or anonymous survey responses
- Send external communications on behalf of HR
- Delete or alter employee records
- Override role-based access controls
See the three agents in a real workflow.
Bring your HR, manager and employee scenarios. We'll show how the agents support them with approval and auditability.