HR playbook · AI Employee: Harry

Weekly HR Digest

Managers get weekly rhythm digest without dashboard chore

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The problem

HR leadership drowns in signals with no unified view. Employee turnover per team, engagement trends, comp adjustments this week, promotions in flight, PTO usage patterns, hiring pipeline health, DEI metrics — each in a different tool, each in a different format. CHRO's Monday morning consists of pulling 8 dashboards + a spreadsheet to build a mental picture; by Wednesday it's stale.

At a glance
Trigger
Cron (weekly)
Approvals
None
What it does
Read-only
Systems
HRIS · Ticketing · Slack
How it feels in production

An hour-by-hour walkthrough.

Every Monday 07:00, Remy delivers the CHRO weekly HR digest: **People Movement** - Hires last week: 8 (5 engineering, 2 sales, 1 marketing) - Departures last week: 3 (1 voluntary, 2 end-of-contract) - Rolling 30-day turnover: 1.8% (target: <2%) - Rolling attrition by team: engineering 1.2%, sales 2.4%, cs 0.8% **Onboarding + Ramp** - New hires in first 90 days: 34 - Onboarding stalls detected: 4 (see linked report) - 90-day retention rate: 96% (last 90 cohort) **Comp + Recognition** - Comp requests this week: 12 (8 approved, 3 in review, 1 escalated) - Promotions this week: 5 - Retention offers: 2 (both accepted) **Engagement Signals** - Pulse survey response rate: 78% - Team engagement trend: 3 teams trending down (see linked) - Notable positive: engineering-platform team ↑ significantly **Hiring Pipeline** - Open reqs: 47 (12 stage 3+, 8 offer stage) - Time-to-hire trend: 42 days (target: 35) - Pipeline health: 65% of open reqs have qualified candidates in pipeline **Actions Requested** - CHRO: approve exception on retention offer for VP Sales (over discretionary limit) - CHRO: sign off on Q4 open enrollment communications CHRO reads for 5-10 minutes. Full picture; actions requested. HR leadership meeting focuses on strategy, not data-gathering.
How it works

Step by step.

  1. 01

    Aggregate signals from every HR system

    HRIS + performance + engagement + comp + hiring. Multi-source aggregation.

    Workday · Lattice · Culture Amp · Greenhouse · CaptivateIQ
  2. 02

    Compute deltas + surface trends

    Week-over-week movement. Threshold alerts (attrition spike, engagement drop, hiring lag).

    Analytics · Threshold engine
  3. 03

    Structure into actionable digest

    People, onboarding, comp, engagement, hiring, actions. Structured markdown for readability.

    Digest template · Formatter
  4. 04

    Deliver Monday morning to CHRO + HR leadership

    Email + Slack + dashboard link. Follow-up questions handled in-thread.

    Email · Slack · Dashboard
  5. 05

    Enable actions from digest

    Approval requests + reviews linked. Actions logged; feeds next week.

    Approval flow · Action tracking
Systems and wiring

What you connect to make this run.

Workday · BambooHR · HiBob · Rippling

read

People data: hires, departures, current headcount, tenure.

Lattice · Culture Amp · 15Five

read

Performance + engagement signal aggregation.

Greenhouse · Ashby · Lever

read

Hiring pipeline health + time-to-hire.

Slack · Email · Dashboard

read+write

Multi-channel delivery + interactive follow-up.

What changes

Before and after, honestly.

CHRO time on weekly digest prep
Before
3-6 hours
After
5-10 minutes reading
Digest delivery consistency
Before
Variable (Mon PM to Wed)
After
Monday 07:00 sharp
HR leadership meeting productivity
Before
50% data-gathering
After
10% (already consumed)
Actions taken from digest visibility
Before
3-7 day lag
After
Same-day
Related

Playbooks that pair with this one.

Finance

Weekly Finance Digest

Same pattern for finance leadership; cross-functional consistency.

HR

Onboarding Stall Detection

Digest surfaces stall detection weekly.

HR

Performance Review Cycle Kickoff

Cycle status reported in digest during review windows.

Frequently asked

Answers about this playbook.

Can we customize the digest per audience (CHRO vs. VP People vs. team lead)?

Yes — same data model, different views. CHRO: strategic. VP People: operational. Team lead: their team specifics.

How does it handle sensitive data (comp specifics, PIP status)?

Access-controlled per audience. CHRO sees everything; wider HR sees aggregated; team lead sees their team without individual sensitive details.

What about anomalies (departure spike, engagement drop)?

Anomaly detection surfaces trends earlier than fixed thresholds. Sudden changes flagged with likely causes for investigation.

How does it integrate with board reporting?

Board-facing quarterly rollup uses same data. Consistency between operational + board narrative.

Can it work in real-time (Slack query anytime)?

Yes — on-demand queries always available. Digest is scheduled + push; on-demand is interactive.

See it run on your data.

Free plan, no credit card. Connect the systems this playbook needs and run it against a past event first.

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