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Polaris

An AI Coworkerfor every HR decision.

PeopleHub reads your HR system and your documents, applies the rules your team wrote, and attaches the record behind every figure.

Book a working session See how a brief is sourced

HR practice, written into every Coworker.

A Coworker answers from the practice of the job, not only from your data. Each rule is written with your HR team, signed, and kept with its reason.

Decades of turnover research first, then your own history. Levels, not percentages.

Starting point
Published research
Agreed with
HR director and works council
Checked with the question
“Who should get support first in Operations this quarter?”

Illustrative records. Yours are written in Atelier with your HR team.

Most HR teams lose hours every week pulling figures from separate systems and reconciling them by hand. PeopleHub does that work and shows every step.

Click any number. See where it came from.

Every figure carries its source: a record, a calculation, a policy paragraph, or a label for the Coworker's own reasoning.

Asked by a head of talent

“Which of our people are ready for a bigger role, and which open positions could we fill from inside?”

Brief prepared today at 09:12

Nine of the fourteen open senior roles in your HR system could be filled from inside.

  1. 38 people across Engineering and Operations meet every criterion for a promotion review.
  2. Their skills and certifications match 9 of the 14 open senior roles. Your mobility policy says internal candidates are considered before any external search.
  3. The ready-now group is 45% women, against 31% in senior roles today.
  4. 3 more people have no rating for the last cycle and are listed for their managers to review. The HR system shows 14 open senior roles; recruiting shows 12.

Suggested next step: invite the strongest internal match for each role to a career conversation before external searches open. Owner: Head of Talent, Engineering.

Illustrative example. Names, teams and figures are invented.

It knows who’s asking.

PeopleHub signs in as the person asking and inherits the roles and permissions set in your HR system and your document tools.

“Show me salaries,” asks the HR director.

PeopleHub 240 people across four departments. Median base pay is highest in Engineering.

Illustrative example. PeopleHub never borrows another account to fill a gap.

Briefs that arrive before you do.

Scheduled once, run on time under the owner's own permissions, posted where your team works.

Example briefs. Figures are illustrative.

  1. Mon 07:00

    HRIS health check

    Your configuration against your own rules, changes first.

    Checks passed
    212 of 230, 3 fewer than last week
    Employees without a manager
    12, after the March reorganisation
    Positions vacant over 90 days
    17 in Operations
  2. Daily 06:30

    Payroll-ready data

    Yesterday's hires, moves and leavers, checked before payroll runs.

    Changes checked
    38
    Hires missing a cost centre
    2
    Termination dated before hire
    1, flagged to the HRIS owner
  3. Wed 08:00

    Permission drift

    Who gained access to pay or personal data, and through which role.

    New access to compensation data
    3 people
    Granted through
    Role “Regional HR Manager”
    Change approved by
    Not found in the change log

Where your own Coworkers are made.

Each Coworker is built around your policies, site names, job codes and thresholds, and tested by four juries on your own cases before release.

  1. 01

    Factual jury

    Is every claim backed by the source it cites?

  2. 02

    Safety jury

    Does it decline the questions it should?

  3. 03

    Tone jury

    Would a good colleague write it this way?

  4. 04

    Legal jury

    Does it follow your policies and the rules your legal team sets?

  5. Release

    Production

    Released with a version number, and reversible in one step.

How PeopleHub handles your data.

The first questions security, data-protection and works-council reviews ask.

Fig. 1 How PeopleHub connects to your systems

Your region

Systems of record

What it reads

  • Your HR system
  • Payroll, recruiting and ticketing tools
  • Policies, agreements and documents

Your single sign-on

PeopleHub

Dedicated to your organisation. Operated by Polaris.

Audit trail, example entries

  • HRBP, Plant 2Asked why engineering resignations rose14 sources
  • HRIS analystRan the weekly HRIS health check18 findings
  • People managerAsked about salaries in another teamOutside their access

Runs in the region you choose, and checks its location at every start-up.

Access
Each person’s own roles and permissions.
Tenancy
A deployment dedicated to you.
Residency
Your region, checked at every start-up.
Identity
Your single sign-on.
Audit
A tamper-evident trail. You set who reads it, and for how long.

PeopleHub, Atelier and Academy work as one platform.

Together they form ETP: the answers, the workshop that builds them, and the training to use them.

PeopleHubQuestions, analyses, dashboards and scheduled briefs on your HR data and documents.Sourced figures · Scheduled briefs · Excel, PDF and WordAtelierCoworkers built around your organisation, signed off by four juries.Your vocabulary · Versioned releasesAcademyYour HR team, trained on the Coworkers they will use, on their own cases.Leaders · Practitioners · Masterclass

Delivered with our partners

  • Deloitte
  • Arago Consulting
  • HR Path
  • Talan

“We build governed systems where every person has a capable colleague, one that reads the context, cites its sources, and knows when a question belongs with a human.”

Questions HR, IT and security usually ask.

If yours isn’t here, write to us.

Contact us

  • The AI platform for HR teams. Ask in plain language; it reads your HR system and documents, runs the analysis in code and cites every figure.

  • That assistant answers from one application’s data. A Coworker answers from HR practice, across your HR system, your documents and your other tools.

  • Skills tools infer what people can do. Coworkers work on decisions: who to support first, which bench is thin, where a pay gap is unexplained.

See PeopleHub on one of your own workflows.

Forty-five minutes, and a clear account of what PeopleHub can and cannot do for it.

Book a working session