HR & Payroll
Fulcrum HR & Payroll Agent
Automates the operational work across the employee lifecycle, from screening to exit, with human validation on statutory filings. It works inside your payroll and attendance systems: anything the law reserves to a licensed professional always goes through a person.
People admin still runs by hand
In a company without a structured HR function, people work is split between admin, the owner and an external advisor. Repetitive to do, expensive to get wrong.
Screening with no filter
CVs arrive from job boards, email and LinkedIn. Someone reads them all, replies to candidates and books interviews manually, between one urgency and the next.
Every hire rebuilt from scratch
Documents to collect, CCNL (Italian national labour contracts) grading to check, an offer to calculate. Each hire restarts from a file saved last time.
The monthly cycle chased
Attendance, leave, expenses and variable items are collected by email. Payroll data leaves late and deadlines are tracked from memory.
Six things the agent does every day
The Fulcrum HR & Payroll Agent works on your people, attendance and payroll data. For each task, what the agent does and what stays with a person is stated.
CV screening and talent acquisition
Collects applications, compares them with the role requirements and prepares a shortlist with reasons. You decide who moves to interview.
CCNL grading and offer preparation
Drafts the grading under the national contract you apply and the offer calculation, with every item shown. A licensed professional validates before signing.
Compliance tasks and payslips, human-validated
Collects attendance, leave and variable items, checks consistency and prepares the payroll input. Processing and filing stay with the licensed professional.
Administrative onboarding
Requests documents from the new hire, flags what's missing, opens internal records and prepares the starter pack. You sign, the agent chases.
Exit management
Prepares the exit checklist for resignation or termination: documents, asset return, data for the final settlement. Decisions and formal acts stay with you and your advisor.
Answers for employees
Answers recurring questions on leave, policies and payslips, citing the internal document. When there's no answer, it hands the request to a person.
Inside the systems you already use
Systems
Payroll and time-tracking software used in Italy. ATS or LinkedIn for recruiting. HR system, email and document folders. Government portals stay operated by the licensed professional.
Data
The agent reads employee records, contracts, attendance, absences and variable items. It writes drafts and records only where you grant permission. Your people data stays in your systems.
Human-in-the-loop
Human-in-the-loop means a person approves before an action becomes final. Every filing the law reserves to licensed professionals goes through your labour consultant, internal or external. The agent prepares, checks and flags.
Governance
Every access to people data leaves a log. Role-based permissions: whoever runs recruiting doesn't see pay data. Maintenance stays with the same team that built the agent.
A monthly payroll cycle, before and after
A typical scenario built on a recurring process, not a client case. The 120 employees are an assumption of the scenario, not a Fulcrum figure.
Typical scenario
Payroll cycle in a manufacturing SME (assumption: 120 employees)
Not a client case.
Today
- Admin exports clockings and chases managers for leave and overtime
- Variable items are retyped into a spreadsheet and sent to the consultant close to the deadline
- Anomalies surface after processing
With the agent
- The agent collects attendance and variable items from your systems
- It flags inconsistencies and unjustified absences before closing
- It prepares the payroll file: admin verifies, the licensed professional processes and files
KPIs we measure in the assessment
- Time to prepare the payroll cycle
- Screening time per open role
- Deadlines met and rework after processing
- Administrative onboarding time for a new hire
No value is promised: they are measured during the assessment.
For teams running people and payroll
The agent fits where people work is constant, the HR structure is light and the admin load sits on very few people.
Functions
- HR manager and people lead
- Payroll and HR administration
- Owner or general management
- Hiring managers
Industries
- Manufacturing
- Consumer Goods & Retail
- Professional Services
Companies from 50 to 1,000 employees, including those without a structured HR function.
When it does not make sense
If people admin is fully outsourced and you don't want to bring anything back in-house, there's no process to automate. We'll say so.
Trust and security
People data is the most sensitive you hold
Pay, certificates and absence reasons are personal data, partly special categories. The agent only sees the data a given task requires, with role-based permissions and minimisation. Every access is logged and a privacy assessment (DPIA) is part of the project.
Questions we get before the demo
Does it replace our labour consultant?
No. The agent automates operational work: data collection, checks, preparing records. Filings the law reserves to licensed professionals stay with your labour consultant, internal or external, who validates and signs. Professional liability can't be delegated to software.
Does it cover our national labour contract?
The agent works on the CCNL you apply, loaded with your company agreements and practices. In the assessment we check which items can be automated and which always need human judgement.
What happens when the contract or a rule changes?
Updating the rules is part of maintenance, together with the check by the professional who follows your company. The agent doesn't infer law on its own: it uses the sources and configurations we give it, and flags rules that no longer apply.
How does it handle employee data?
With role-based permissions, minimisation and a log of every access. Data stays in your systems and processing happens in Europe. The project is set up for GDPR compliance and includes a privacy assessment (DPIA).
Does it integrate with our payroll software?
It depends on how that software exposes data. If it offers APIs or structured exports, the agent works with it. In the assessment we verify read and write access on attendance, records and variable items before any quote.
What about our HR people?
They stay, with less retyping. The agent removes data collection and repetitive checks; interviews, reviews, employee relations and decisions about people stay with whoever makes them today. Training on the tool is part of the project.
What does it take to start, and what does it cost?
It starts with a call. Then an assessment on processes, data and systems that says where the agent creates value and where it doesn't. The quote comes after the assessment, on the agreed scope.
See the agent on your payroll cycle
In the demo we start from one of your real processes: an open role or a month-end close.