Scoping, HR and payroll
Scope your AI project before committing the budget.
We assess the current state, we quantify the use cases, we prepare the decision for your executive committee. Scoping is led by the team that builds next, which avoids writing a specification nobody will be able to deliver.
When we step in
Before you launch.
AI requests are coming up from your HR and payroll teams, with no arbitration or roadmap.
During delivery.
An HRIS or payroll project is slipping on timeline, budget or adoption.
After a setback.
A tool is in place, nobody uses it, and the question of rolling it back comes up.
What we deliver
- Map official and undeclared uses, usable data and contracts already signed.
- Compare your situation against our catalogue of over 100 HR and payroll use cases.
- Quantify each use case: hours freed up, errors avoided, total cost over three years.
- Classify uses against GDPR and the AI Act, distinguishing provider and deployer.
- Write the specification and run vendor selection, including against our own solutions.
- Prepare the committee's decision: cases selected, cases dropped, named owners, budgets, stop criteria.
- Organise change management and information for the CSE.
We also take on programme direction
Programme direction for HRIS, payroll and AI, including turnarounds. Rapid assessment, delivery restructuring, vendor contract renegotiation, results-driven steering. International rollouts run in French, English and Dutch.
Compliance handled from the scoping stage
An AI use that touches payroll, performance review or recruitment is documented before it exists. We write down who is accountable when the AI gets it wrong, what error rate is accepted per use, who signs off before an output goes out, and at what point the CSE enters the loop.