AI for HRIS and people analytics
Ultramarine Work audits the worker export, builds the quarterly dashboard and drafts the migration mapping from the files in your project folder. What comes back are Excel, Word and PowerPoint files you can check line by line.
HRIS-data-audit-Oct15.xlsxExampleWorker export audit, Oct 15
- AUD-03Terminated, still active7 workersFlagged
Payroll shows all seven as terminated and two still have system access, so send those to IT today.
- AUD-01No manager assigned23 workersWaiting
HR partners confirm a manager for each worker before the load file goes to change control.
- AUD-02Duplicate worker ID4 pairsReady
Merge each rehire into the original worker ID, which payroll already pays on.
- AUD-04Retired job code61 workersReady
Map the 61 workers to July job codes with the reorg crosswalk, then load them in one batch.
How it works
- 1
Drop in the exports
Worker census extracts from Workday or Oracle HCM, the recruiting feed, the payroll register, compensation snapshots, survey results, your metrics dictionary and last quarter’s reports, left exactly the way your team keeps them.
- 2
Ask for the deliverable
It builds the workbook, memo or deck. The Excel you get back has live formulas and a source file behind every number. Groups under your minimum are left out, and a note lists whatever it could not reconcile.
- 3
Review before anything loads
Field owners check sampled records, you re-run the reconciliation against headcount in payroll, and legal reads the equity and RIF results before anything moves. Only you decide what loads, what goes out and what goes to the board.
Inside the HR Systems & People Analytics mode
Data migration and interface mapping
Migrations run on a mapping workbook with transformation rules and value maps, and each load ends by reconciling headcount, pay totals and sampled records.
People metrics and analytics
Your metrics dictionary governs the numbers: headcount, annualized turnover on average headcount, tenure bands and time to fill, with small groups suppressed.
Engagement survey analysis
Survey and 360 readouts hold the 5-response minimum, skip cuts that differencing could expose and scrub comments before a manager sees them.
Pay equity analysis
Pay equity studies run by regression or cohort analysis, protected traits stay out of the model, and the results go to legal with a remediation budget attached.
Headcount and workforce plan
Every position is priced at fully loaded cost, employer taxes capped at their wage bases. Partial years prorate by start date, and backfill covers attrition.
Rif and restructuring plan
A RIF workbook assembles the selection criteria sheet, four-fifths tests by decisional unit, WARN thresholds by site and the OWBPA age tables for counsel.
HR compliance and records
I-9 self-audits yield exception lists with correction steps, the EEO-1 extract flags missing self-IDs, and the harassment training check shows who is overdue.
Audit and ICFR documentation
The ICFR documentation includes walkthrough narratives, risk and control matrices and test workpapers for HR controls, from leaver checks to the payroll feed.
Business case and capital allocation
The HRIS business case gets a build-versus-buy comparison, NPV and IRR on the project and the licensing cost model the steering committee will push back on.
- Office skills
- Excel, Word, PowerPoint, PDF
- Tools
- Read, edit and write files, Search files, Run code, Search and read the web, View images
- Connectors
- SharePoint, Google Drive, Gmail, and additional custom connectors
- House style
- Your fonts, layouts and rules, on every file
Ask it for
“Audit the October 15 worker export for missing managers, duplicate worker IDs, terminated employees still marked active and job codes retired in the July reorg.”
HRIS-data-audit-Oct15.xlsx“Build the Q3 dashboard with headcount by team and location, annualized turnover on average headcount, first-year attrition and time to fill.”
Q3-people-metrics.xlsx“Analyze the FY25 engagement survey by function and level, suppress groups with fewer than 5 responses and scrub comments of identifying detail.”
Engagement-FY25-readout.pptx“Draft the Oracle-to-Workday source-to-target mapping with transformation rules, value maps for job codes and locations, and the reconciliation checklist.”
Oracle-Workday-mapping.xlsx“Run the four-fifths adverse impact screen on the March selection list by decisional unit and flag every group under 80% of the highest selection rate.”
RIF-adverse-impact-March.xlsx“Model the FY26 headcount plan for the new Austin site: roles by start date, fully loaded cost with wage-base caps, proration for partial years and backfill.”
FY26-headcount-plan.xlsx
Who it’s for
HRIS analysts and specialists, HR technology managers, people analytics analysts and workforce planners.
Questions
How do I know the numbers it gives back are right?
You can trace every number, because each one cites the file it came from, and anything it could not reconcile is listed rather than smoothed over. Each output states the metric definition it applied. If your metrics dictionary is in the folder, it takes precedence, and standard definitions such as turnover on average headcount fill the gaps. Who counts as an employee or as regretted attrition is still your call, and you review every file.
Will a survey cut for a small team expose one person’s answers?
Yes, when the readout ignores the suppression rules, so the mode applies them as it works. Groups with fewer than 5 responses stay hidden, cuts are avoided where differencing could recover one person, and comments are scrubbed of identifying detail. Raise the minimum to 7 or 10 for very small teams if you want more margin. Managers see only the cuts you approve, because that is a policy call.
Does running a pay equity study in a tool waive privilege?
No, using a tool does not waive privilege, and it does not protect the study either. Privilege depends on how the study is structured, so outside counsel leads it and the privilege team stays small. The mode keeps protected traits out of the models, runs the regression or cohort analysis and produces the remediation budget, but its files are ordinary work files that discovery can reach. Your lawyers design the study and review the results before anyone acts.
What about GDPR, works councils and DPIAs in the EU?
Those decisions sit with your privacy office and, if you have one, your works council. The content the app works on is sent to Paper Instruments’ servers to be processed, so legal, security and privacy teams should review that before employee data goes anywhere near it. Where a works council must consent to or be consulted about a tool, that review happens before adoption, on these same facts.
Where does our employee data go?
Ultramarine Work changes files only in the project’s folder. When a request needs it, it can read files elsewhere on your computer, never passwords, keys or app data, and you can turn that off in settings. The model runs on Paper Instruments’ servers, so the content it works on is sent there to be processed. Paper Instruments is SOC 2 Type II, and our security and compliance details are on our compliance page.