AI for HR consultants
It matches the client’s jobs to the surveys you license, runs the pay equity regression, costs the headcount plan and builds the readout deck. Every file starts from the survey cuts, HRIS extracts and job descriptions in the folder.
Engagement-readout-draft.pptxExampleAsk it for
“Match the client’s 212 jobs to the Radford and Mercer survey roles on content rather than title, age both surveys to January 1, 2026 and price at the P50.”
Market-pricing-v3.xlsx“Run the pay equity regression on the 1,850-row employee-level file with controls for level, tenure and location. Cost the remediation for gaps over $3,000.”
Pay-equity-2026.xlsx“Build the readout for the 5,200-response survey with scores shown only where 10 or more people responded. Scrub names and project numbers from the comments.”
Engagement-readout-draft.pptx“Cost the FY27 plan of 96 new roles, fully loaded at 1.24 for benefits and employer taxes, prorate each from its start quarter and backfill the 14% attrition.”
FY27-headcount-cost.xlsx“Tally the CEO’s realized pay for 2022 through 2025 against the peer median, then run the 280G test with a $1.3m base amount from the 2021 through 2025 W-2s.”
Exec-pay-tally.xlsx“Draft review narratives for the 38 senior managers from the calibration notes, flag medical or protected-trait language and check each rating against history.”
Manager-narratives-v2.docx
How it works
- 1
Load the client folder
Set it up with the survey cuts from Radford, Mercer or WTW and the HRIS extract with pay, level, tenure and demographics. Last year’s structure, the raw survey comments and the job descriptions go in as well.
- 2
Name the piece of work
Ask for the market pricing workbook, the equity run, the headcount cost or the readout deck. Each file comes back with live formulas, a source for every input and a note on anything it could not reconcile.
- 3
Review it like a partner would
You verify the job matches that move the pricing, counsel reviews the equity results under privilege, and you decide what the client sees. It drafts and checks, and every pay decision stays with you.
Inside the People & Organization Consulting mode
Executive storyline and decks
Structures the comp committee readout: one governing message, action titles that state each recommendation, exhibits tied to the tally sheets and survey cuts.
Proposals and RFP responses
Drafts the response to the classification and comp study RFP and backs it with a compliance matrix that tracks every required form and narrative.
Statement of work
Writes the SOW procurement will accept, with deliverables tied to acceptance criteria and sections for assumptions, exclusions, data privacy and change control.
Project budget and cost forecast
Tracks the fixed fee across workstreams on budget, committed, actual and estimate to complete. The burn tells you when to discuss additional services.
Tie-out and page-turn review
Runs the page-turn before the report leaves the building. It traces every figure to the model or the survey cut and notes gaps rather than smoothing them.
Business case and capital allocation
Builds the case for the new job architecture or HR system, with phased costs and options compared on the same basis. Savings are separated from cost shifts.
Value creation and transformation
Frames the value creation plan’s people workstream, from leadership assessment and retention risks to pay alignment and the HR capabilities the thesis rests on.
Compensation benchmarking
Matches jobs on what the work involves, ages every survey to one effective date, blends sources by match quality and turns the result into ranges.
Executive and equity compensation
Benchmarks NEO pay against peers, tallies realized pay for the committee, tests change-in-control packages under 280G and tracks burn rate and overhang.
Pay equity analysis
Runs the regression, isolates the gaps pay factors do not explain, costs the remediation to predicted pay and formats the results for counsel’s review.
Headcount and workforce plan
Costs the plan position by position, with start dates, loaded rates and partial-year proration, then rolls it forward monthly with attrition and backfill.
People metrics and analytics
Reports turnover on average headcount with one set of definitions, annualizes partial periods and suppresses the cells too small to publish.
Engagement survey analysis
Assembles the readout without breaking anonymity. It applies minimum group counts, will not difference across cuts and scrubs comments before anything goes out.
Performance and talent reviews
Drafts the narratives from manager notes, flags medical, leave and protected-trait references and checks that ratings match the record.
- 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
Who it’s for
HR, rewards, organization design, leadership and change consultants at human capital, compensation and leadership advisory firms and in consulting firms' people practices, from analyst to partner.
Questions
Where does the market data come from?
It uses the survey cuts, client pay files and peer disclosures in the folder, and it cites the source cut behind every market figure. Ultramarine Work does not supply benchmarks. A job it cannot match is flagged as a gap rather than filled with a plausible number, and the match rationale is there for you to check.
Can I put employee-level pay data into it?
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. Whether your client’s employee data may be processed is a call for your firm and its compliance team.
Can it run our pay equity study?
Yes, it builds the regression from the employee-level file, documents every control and costs the remediation budget. Your counsel decides whether the study runs under privilege, so keep the work inside that process, because drafts and spreadsheets produced outside it can be discoverable. The unexplained gaps it finds are the start of the conversation with legal.
Will it respect our small-group confidentiality rules?
It will, within the limits you set. You give it the reporting minimums, and it suppresses scores and comments under them, counting people rather than comments. It will not difference across cuts to back out a small group, and it scrubs comments of identifying detail before a client sees them. Which thresholds apply is the client’s call, because that is what respondents were promised.
Does it write performance review narratives?
Yes, it drafts them from manager notes and calibration records, flags medical, leave and protected-trait language, and checks that each rating squares with the person’s history. Managers still write the appraisals, and counsel should review any process where ratings feed pay or promotion.