Workday, SuccessFactors, UKG and the rest
Agents read from and write back to the systems you run today. No migration, no parallel database, no second version of the truth for someone to reconcile later.
PEOPLEEDGE
Your HR systems already hold the answer. PeopleEdge makes them respond.
PeopleEdge is a set of agentic solutions that work with the processes and the data already running in Workday, SuccessFactors, UKG and the rest of your estate. It answers the question, completes the task behind it, reminds people before a date passes, and keeps the HR team on top of compliance, from I-9 to every category of leave.
platform.flexday.ai / peopleedge / today
HR OPERATIONS · LIVE
ANSWERED
1,204
Today, no ticket raised
TASKS DONE
318
Within permission
TO A HUMAN
27
With context attached
Policy answer · accrual, 2nd shiftresolved from your handbook
Task · address changewritten back to the system of record
Reminder · I-9 reverification11 due in 30 days · owners set
Leave · FMLA eligibilitycalculated, drafted, awaiting sign-off
Review the queueOpen audit trail
START FROM WHERE YOU ARE
Nothing moves. Everything answers.
You have already bought the HR platform, configured it over years, and trained people on it. PeopleEdge is built to get more out of that investment rather than to replace any part of it.
01 · SYSTEMS OF RECORD STAY THE RECORD
02 · YOUR POLICY, NOT A GENERIC ONE
Grounded in your own documents
Answers come from your handbook, your plan documents, your union agreements and the regulation itself, with the passage it relied on attached to every response.
03 · PERMISSIONS TRAVEL WITH THE DATA
Entitlement is resolved, not assumed
What an employee is told depends on their role, location, plan and tenure, and an agent can never surface something the person could not already see.
Typical estate: Workday, SuccessFactors, UKG, ServiceNow, a document store, a benefits administrator and a payroll provider. PeopleEdge connects to what is there. Connectors & data →
01 · POLICY AGENTS
It answers the question, in the way your policy actually reads
Pay, benefits, accruals, shift rules, eligibility, entitlement, process steps. The agent resolves the question against your own documents and the employee's own circumstances, in their language, at whatever hour they asked.
AWARD-WINNING IMPLEMENTATION · GLOBAL COMMERCIAL REAL ESTATERead the story →
02 · FULFILLMENT
Then it finishes the task the question was really about
An address change, a beneficiary update, a letter of employment, a leave request opened, a document filed, a case routed with the context already gathered. Inside the permissions you grant, the work completes rather than becoming a ticket.
WRITE-BACK TO THE SYSTEM OF RECORD · PERMISSIONEDHow we deploy it →
03 · PROACTIVE
It knows the date before anyone has to remember it
Reverification windows, benefit elections, certification expiry, return-to-work checkpoints, probation reviews, statutory clocks. The agent reaches the right person ahead of the date, follows up, and closes the loop when the action lands.
DATE-AWARE · FOLLOWS UP · CLOSES THE LOOPBy function →
04 · THE HR TEAM ITSELF
And it keeps the HR team on top of compliance
This is where PeopleEdge earns its place. I-9 and work authorization, every category of leave, accommodation, return to work, evidence retention. Compliance becomes a queue with owners and dates rather than something discovered during an audit.
OWNERS AND DATES · EVIDENCE RETAINEDTrust & accuracy →
IN PRODUCTION
Seventy thousand employees, six years, one award
One of the largest commercial real estate services companies in the world runs its HR service delivery on agents we built with them. It began as a policy agent and has been extended every year since.
The implementation won a CIO 100 award, and two patents were filed with client co-inventors alongside it. What matters more day to day is that the people who ran the first workshop are still on the program.
The full deployment story →70k+
EMPLOYEES
SERVED
SERVED
6 yrs
CONTINUOUS
PROGRAM
PROGRAM
CIO 100
AWARD-WINNING
IMPLEMENTATION
IMPLEMENTATION
WHERE HR CARRIES THE RISK
Compliance, handled as an operating rhythm
Two areas absorb most of an HR operations team's exposure. Both are date-driven, both are judgment-heavy, and both reward being early.
I-9 and work authorization
Section 1 and 2 completion tracked against hire date, reverification windows calculated per document type, E-Verify status followed through, and a live calendar of what falls due in the next thirty, sixty and ninety days, by site, with a named owner on each.
- Reverification calendar by site and document type
- Remote and in-person verification paths handled separately
- Correspondence drafted, never sent unreviewed
- Evidence retained against the retention rule that applies
Every category of leave
FMLA, ADA accommodation, short and long-term disability, parental, military and USERRA, jury duty, bereavement, state paid family and medical leave, and your own policy leave, each with its own eligibility maths, its own clock and its own jurisdiction.
- Eligibility shown with its working, not just its conclusion
- Intermittent and concurrent leave tracked properly
- Return-to-work checkpoints scheduled and followed up
- Every determination reviewed by a person before it stands
Nothing adverse is ever decided by an agent alone. Eligibility is calculated and correspondence is drafted; a named human approves before anything becomes a position. That line does not move.
The same six questions, handled
A large share of any service desk is a small set of repeated questions. Handling those well is what gives the team the hours back for the cases that need a person.
Cases arrive already prepared
When something does reach a specialist, the history, the entitlement position and the relevant policy passage come attached, so the work starts at the second step.
Work is visible before it is late
Queues by owner and due date across sites, so an HR operations lead can see the week ahead rather than reconstructing last month.
The audit conversation gets easier
Who decided, on what evidence, when, and what the agent saw at the time. Built for the question an auditor actually asks.
Where PeopleEdge is strongest
Large, distributed workforces with real variation: multiple sites, shifts, jurisdictions, unions or plan designs. The more the correct answer depends on who is asking and where they sit, the more the ontology underneath pays for itself.
Where a person stays in front
Investigations, grievances, performance and termination decisions, and any adverse determination. The agent prepares, gathers and drafts; the judgment belongs to your team, and the audit trail records that it did.
PEOPLEEDGEFLEXDAY.AI
- WORKS WITH
- Workday, SuccessFactors, UKG, ServiceNow, benefits administrators, payroll providers, document stores and your own policy library
- ANSWERS
- Policy, pay, benefits, accrual, shift rules, eligibility and process questions, grounded in your documents with the passage attached
- ACTS
- Address and beneficiary changes, letters of employment, leave requests, document filing and case routing, written back to the system of record
- REMINDS
- Reverification windows, elections, certification expiry, return-to-work checkpoints, probation reviews and statutory clocks
- COMPLIANCE
- I-9 and work authorization, FMLA, ADA, STD and LTD, parental, military and USERRA, state paid family and medical leave, accommodation, return to work
- HUMAN GATES
- Every adverse determination and every outbound legal position is approved by a named person before it stands
- EVIDENCE
- Decision, inputs, policy passage, timestamp and reviewer retained against the applicable retention rule
- LANGUAGES
- Answers in the languages your workforce actually uses, on the devices they actually have
- REFERENCE
- Six years in production at a global commercial real estate services company, 70,000+ employees, CIO 100 award-winning implementation
- NOTE
- Deployed as a product, extended where your business differs, or used as the starting point for an Edge of your own. Build your own Edge →
Start with the hardest HR process you have.
Usually leave administration. It's where policy, law and judgment collide most often.