Size the case for AI across HR shared services.
Best for policy and benefits questions, payroll and leave queries, onboarding tasks and employee data changes handled by an HR service centre today.
Your inputs
Use case volume from your HR service management tool and the cost per case your shared services team already reports.
Headcount served by HR shared services
Tickets, calls and emails into HR support
Policy, benefits, payroll and leave questions, status checks
Labour, tooling and overhead per handled case
HR adviser time per case, including follow-up
Answered or completed without an HR adviser
Case open to resolution for escalated work
From case summarisation, routing and guided resolution
Platform, HRIS and case-management integration, policy content remediation
HR case cost avoided at your target self-service rate, before the value of faster complex-case resolution.
Estimates are directional. Baselines should come from your own HR case data before any target is committed.
Three-scenario view
Finance reviewers expect a range. These scenarios flex adoption and implementation cost around the model you entered.
Slower adoption, higher integration effort
Your inputs as entered
Strong sponsorship, clean data, phased scale-up
How do you calculate ROI for AI in HR shared services?
HR shared services AI ROI is headcount multiplied by cases per employee, multiplied by the repeatable tier-1 share and the self-service rate you can evidence, valued at your fully loaded cost per case — with adviser hours returned and complex-case cycle time reported alongside, offset by year-one implementation cost.
Ungated — results appear instantly, no email required.
What you enter
- Employees supported
- HR cases per employee per year
- Share that is tier-1 or repeatable (%)
- Fully loaded cost per case
- Average handle time per case (minutes)
- Target self-service on tier-1 (%)
- Complex-case cycle time and target reduction
How it is calculated
- 1.Multiply headcount by cases per employee to size annual HR case volume.
- 2.Apply the tier-1 share to isolate repeatable, policy-answerable demand.
- 3.Apply the self-service target to that pool to get cases resolved without an adviser.
- 4.Value those cases at fully loaded cost per case and convert handle time into adviser hours.
- 5.Report complex-case cycle time separately as an operational measure, then derive payback.
What you get back
- Cases self-served and overall self-service rate
- Adviser hours returned per year
- Complex-case cycle time after improvement
- Scenario range and downloadable PDF
Built for: CHROs, HR operations and shared-services leaders funding employee-facing AI.
Should sensitive HR cases be automated?
No. Investigations, performance, accommodation and anything with legal exposure should route to a person by design. The business case should be built on policy, benefits, payroll and leave questions plus status and data-change requests.
Why is cycle time reported separately from savings?
Faster resolution of complex cases mostly shows up as employee experience and reduced escalation, not as a clean cost line. Keeping it out of the headline figure keeps the business case defensible in front of finance.