Employee relations

AI-Native employee relations that scales

Harper provides 24/7 access for employees to raise concerns and intelligent triage to route issues appropriately.

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The Employee Relations Challenge

Why ER is different — employee relations requires a unique balance that most HR technology fails to address

Accessibility vs. confidentiality
  • Employees need easy ways to raise concerns
  • But fear of exposure prevents many from speaking up
  • Anonymous options create investigation challenges
Speed vs. sensitivity
  • Quick response signals that concerns are taken seriously
  • But rushing sensitive matters causes harm
  • Every case has unique context
Documentation vs. trust
  • Complete records protect the organization
  • But employees worry about retaliation
  • Paper trails can discourage candor
Scale vs. judgment
  • HR teams can't be everywhere at once
  • But ER matters require human discernment
  • Automation risks seem high

Harper's approach to employee relations

Core principle: human in the loop

Harper supports employee relations—it doesn't replace HR judgment.

Leave of absence request form with details and approval workflow
The system is designed to:
1
Provide accessible first contact.
Employees can raise concerns 24/7 through channels they trust.
2
Gather relevant information appropriately.
Structured intake without leading questions or premature conclusions.
3
Route to the right people with appropriate urgency.
Severity assessment ensures critical matters get immediate attention.
4
Document completely and consistently.
Every interaction captured for potential investigation or audit.
5
Support employees throughout the process.
Status updates, resource information, and ongoing availability.

Documentation & Compliance

Complete Record Keeping. Every ER-related interaction is documented.

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Element
→
Captured
Initial contact
→
Timestamp, channel, verbatim content
Harper responses
→
Grounded, professional AI responses
Severity assessment
→
How urgency was determined
Routing decision
→
Where case was sent and why
Resources provided
→
What information employee received
Follow-up
→
Harper checks back in automatically

Manager Support for ER

Managers often face ER situations without training. Harper provides just-in-time support.

Luc
9:14 PM

"An employee just told me something concerning about a colleague..."

Harper guides the manager on:
  • Listening actively
  • Documenting what was shared
  • Reporting to HR appropriately
  • Maintaining confidentiality
  • Avoiding retaliation
Sam
9:41 AM

"How do I have a difficult conversation about performance?"

Harper guides the manager on:
  • Conversation frameworks
  • Documentation guidance
  • HR escalation criteria
  • Follow-up expectations

Measurable Results

Metrics
  • First-response time
  • Routine inquiry handling
  • Policy accuracy
  • Employee satisfaction
  • HR capacity for strategic work
Before Harper
  • 2-3 days
  • 100% HR time
  • Variable
  • Baseline
  • Limited
Harper, AI HR generalist
WISQ
With Harper
  • Seconds
  • 80% automated
  • 99%+ consistent
  • +30% improvement
  • 35+ hrs/month freed

Integration with ER Systems

Harper connects with your existing employee relations infrastructure.

Case Management
  • Service Now HR Service Delivery
  • Workday Help
  • HRIS employee relations modules
Communication
  • Slack and Microsoft Teams
  • Email, including shared inboxes
  • Web and native mobile apps
Documentation
  • SharePoint
  • Intranets
  • Document management systems

Frequently Asked Questions

Harper's ER responses are carefully designed and constrained. It acknowledges, gathers facts, and routes—it doesn't investigate, or promise outcomes. All responses are logged for review.

No. Harper handles intake, fact finding, rapid response, and routing. Investigation, resolution, and judgment require human professionals. Harper gives those professionals better information and more time.

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Harper can collect statements from multiple parties involved in an incident and compare responses, but Harper doesn't assess credibility—that's human HR's role. Harper documents what's reported and routes appropriately. The investigation process determines facts.

Research shows many employees prefer initial AI contact for sensitive matters—it feels less exposed than face-to-face, and there's no concern about the immediate reaction of the person they're telling. Harper's role is intake, routing, and AI recommended actions, but not resolution for sensitive ER cases.

See what Harper can do for your HR team

Meet the AI HR teammate built for the complexity of real workplaces.

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