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SPECIALIST #16Coming soon

HR

Handles the people paperwork

Runs onboarding, tracks every cert and PTO balance, and keeps reviews on schedule — with the sensitive, legal-exposure items always paused for you.

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Included on
CorePlusPro
Handles the people paperwork
What it does

Meet your HR Agent

Tracks post-hire onboarding milestones — orientation, equipment, direct-deposit, benefits — and surfaces due-today / due-this-week cards
Keeps a per-pro registry of certifications and training (EPA RRP, OSHA 10/30, NATE, trade-specific) and flags gaps and upcoming expiries
Computes PTO accrual and routes each request to you to approve or deny with a balance-impact note
Drafts — never sends — review templates, handbook-acknowledgment requests, and exit-interview sets for your review
Intakes complaints with minimal facts and escalates to you immediately at high severity — no investigation, no credibility call, no determination
Coming soon — planned capability

This specialist is in development. The flow, interactions, and value below reflect its intended design for the Pro tier.

Built-in guardrails

HR is the most sensitive specialist, so it's the most gated. It will never author a write-up, recommend or decide a termination, interpret a complaint, or give legal advice. It tracks records, surfaces deadlines, and prepares paperwork — every decision with legal or relational weight stays yours, and it routes you to counsel when a question touches employment law.

How it supports you, in action

From day one to a team that's tracked and current

User flow · HR
Hand-offNew hire arrivesHanded over from Hiring
SpecialistRuns onboardingOrientation, equipment, direct deposit, handbook
SpecialistTracks certs & PTOOSHA/EPA/NATE expiries, accrual balances
SpecialistKeeps reviews on cycleProbation check-ins, performance reviews
Your callSensitive items pausePTO, terminations, complaints wait for you
What it will do

Capabilities, by phase

We’ve designed the full set. The first wave ships when this specialist goes live; the rest follows as a Rev 2.0 fast-follow.

Post-hire onboarding checklists (orientation, equipment, direct deposit)
At launch
Certification & training tracking with tiered renewal reminders
At launch
Probation check-in & anniversary milestones
At launch
PTO accrual & request routing — you approve or deny
At launch
Performance-review cycle planning + draft templates
At launch
Handbook acknowledgment cycles
At launch
Complaint intake → immediate owner escalation
At launch
Termination workflow with state-specific final-pay timing
At launch
Pro self-service app (PTO, cert upload, handbook ack)
Rev 2.0
Anonymous complaint channel & multi-state compliance
Rev 2.0
Works with the team

Where it sits in the line

HR picks up where Hiring leaves off, reads the books for PTO, and feeds Compliance the per-pro cert dates — with anything sensitive routed to you.

Feeds in
Hiring & SOPs
post-paperwork hand-off
Bookkeeping
hours & payroll for PTO
Hands off to
Compliance
per-pro cert deadlines
Customer Comms
delivers pro reminders
Value to the business

What it’s worth to the shop

The administrative weight of a growing crew lifts — onboarding, certifications, PTO, and reviews tracked and on schedule — while the legally sensitive calls always stay yours, made with the right guardrails.

Onboarding that runs itself

Every new hire's orientation, equipment, direct deposit, and handbook tracked from day one, so the admin doesn't pile up on your desk.

No cert lapses on a job site

OSHA, EPA, NATE, and state licenses tracked per pro with early renewal reminders — a lapse never stops a crew mid-job.

The hard calls stay yours

PTO, terminations, and complaints always pause for you, with guardrails — a complaint is never interpreted, a termination follows your state's final-pay rules.

Day one
onboarding starts on schedule
Owner-gated
on every sensitive call
Pro tier
planned capability
How you interact with it

Every legally or relationally consequential trigger is yours: discipline content, termination decisions, complaint resolution. HR surfaces the deadline and the draft; you author and approve. Routine pro reminders auto-deliver only after you approve them at setup, and you can disable any per-pro. It gives no legal advice, ever.

You stay in charge

What runs automatically vs. needs your approval

Runs automatically
  • Onboarding milestone tracking and checklists
  • Certification, training, and review reminders
  • PTO accrual computation
  • Anniversary recognition (pre-approved)
Waits for you
  • Every PTO approve / deny decision
  • Each step of a termination workflow
  • Complaints — escalated to you immediately
  • Anything with legal exposure: write-ups, policy, records

Planned for the Pro tier and heavily approval-gated. HR tracks, reminds, and prepares — it never disciplines, decides a termination, interprets a complaint, or gives legal advice. Those stay with you.

How it helps the shop

Missing a probation check-in lets a hire flame out without intervention; a missed cert renewal is a job-site OSHA citation; a botched termination or unanswered unemployment claim is the expensive kind of mistake. HR keeps the record straight and keeps the legal-exposure calls on your desk, not the system's.

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