AI in human resources reduces the load of queries, onboarding and paperwork through internal assistants on policies and collective agreements, and supports recruitment with human oversight. It is a sensitive area: decisions about people are considered high risk under European regulation and require transparency, control and absence of bias.
By Oliver Guirado · Updated on October 28, 2026 · 5 min read
Where AI adds value in HR and where to be careful
A people team answers the same questions every day (holidays, payroll, collective agreement, leave), prepares joiner and leaver paperwork and screens applications. It is valuable but repetitive work. AI speeds it up with an internal assistant on company policies, onboarding flows and support for administrative tasks.
The delicate part is recruitment and evaluation of people: the EU AI Act considers systems used in employment high risk, and GDPR limits automated decisions with significant effects. That is why we require human oversight, explainable criteria and bias review. We build custom human resources software where everything is integrated.
AI use cases in human resources
Policy and collective agreement assistant
Answers employees about holidays, leave, benefits and procedures, with a source citation.
Turnover and work climate at an aggregate level, without unjustified individual profiling.
Sample AI projects in human resources
Sample project · Services company with a distributed workforce
Internal policy and collective agreement assistant for a services company
Problem
The people department received the same queries by email and phone, and the answers varied depending on who gave them.
Solution
An assistant in the corporate chat with RAG over policies and the collective agreement, citing the section, with answers differentiated by site and handover to a person when it is an individual case.
Steps
Collection and versioning of policies and the collective agreement.
Rules by site and group.
Evaluation with the most common queries.
Deployment in the corporate chat and a dashboard of unanswered questions.
Target outcome
Fewer repetitive queries for the people team and consistent answers with their source.
Technology
RAG with permissions, SSO, corporate chat integration.
Sample project · Recruitment in a mid-sized company
Shortlisting support with defined criteria and human review
Problem
Every vacancy received hundreds of applications and the initial review took days.
Solution
A tool that extracts objective data from the CV and compares it with the requirements set by HR (without inferring protected data), ranks and summarises each application and explains what it is based on. The decision to move forward is always a person's.
Steps
Definition of objective and knock-out criteria with HR.
Data extraction and explainable rules.
Bias audit with test data.
Decision log and communication to candidates in line with regulation.
Target outcome
A faster, traceable initial review, with human control and documentation for audit.
The projects on this page are illustrative, anonymised examples of how we approach this kind of work. Every real project is defined with your information, your systems and your goals.
Automated decisions: no decisions with significant effects are taken without human intervention and the possibility of challenge.
EU AI Act: recruitment and evaluation systems are high risk: documentation, human oversight and bias management.
Workers' representation: in many cases it is advisable to inform or consult the legal representatives.
This page is informational and is not legal advice. More context in AI, GDPR and the AI Act.
Where to start
Start with the policy assistant: low risk and visible return.
Automate onboarding with checklists and guided documentation.
Consider recruitment support only with explicit criteria, bias review and legal advice.
Document every use of AI in an inventory.
Reference prices for AI in human resources
What is usually implemented first
Indicative investment
Typical timeline
Internal policy and collective agreement assistant
€9,000 – €30,000
6 – 12 weeks
Onboarding flow with documentation and training
€8,000 – €25,000
6 – 10 weeks
Shortlisting support with bias audit
€15,000 – €45,000
2 – 4 months
Indicative reference prices in euros, excluding VAT, for projects in Spain and Europe in 2026. The final amount depends on scope, integrations and data quality; we confirm it with a fixed quote after a first meeting.
It can as support, with explicit criteria, human oversight, bias review and regulatory compliance. Recruitment systems are considered high risk under the EU AI Act and automated decisions are limited by GDPR.
How does AI help the people department?
Mostly by answering repetitive queries with an assistant on policies and the collective agreement, guiding onboarding and preparing documentation.
How much does an HR assistant cost?
Between €9,000 and €30,000 depending on sources, sites and integrations. These are reference prices excluding VAT.
Do employees know they are talking to an AI?
Yes: it is a transparency obligation and good practice. The assistant says so and offers contact with a person.
Do workers' representatives have to be informed?
In many cases it is advisable, or mandatory, to inform or consult when introducing systems that affect people management. It is reviewed with the labour law adviser.
Shall we talk about your project?
Tell us about your case and we will reply within 24-48 hours with a proposed scope and an indicative quote.
