HR operations that stop losing time between systems
The time goes in the handoffs: between the ATS and the HRIS, between the HRIS and payroll, between an employee's question and whoever is supposed to answer it. We find where yours actually leak, then build the integrations and automation that close them.
Where HR operations usually lose time
If several of these are familiar, the bottleneck is usually upstream of where it hurts.
- New hires onboarded by hand, with accounts, equipment, and paperwork chased across email, tickets, and spreadsheets
- Employee cases tracked in inboxes, so nobody can see what is open, who owns it, or how long it has waited
- Retention risk noticed at the exit interview rather than in the months before it
- Certifications, training records, and compliance dates split across the HRIS, the LMS, and a spreadsheet
- The same employee data re-keyed between ATS, HRIS, payroll, and benefits systems
- HR headcount growing to keep pace with reporting requests rather than with the workforce
What we build once the audit locates the cause
Onboarding automation on the systems you already run
Offer accepted to first day handled as one workflow: accounts created, equipment requested, documents collected, and managers prompted, driven from the HRIS record rather than from a checklist someone has to remember.
Employee case management
Cases captured, routed, and tracked with ownership, timelines, and an audit trail, so HR can see the queue and employees get an answer without chasing. The system behind our semiconductor engagement.
Retention and attrition analytics
Workforce data pulled together into a view of who is at risk and why, early enough to act on it. Predictive models are applied where the data supports them and beat a simpler rule.
Integration across HRIS, ATS, LMS, and the tools around them
API-first integration so an employee record changes once and flows to payroll, benefits, learning, and access systems automatically, with no re-keying and no reconciliation spreadsheet.
Certification and training records in one place
Certifications, training records, and compliance dates pulled from the LMS, the HRIS, and the spreadsheet into one record per employee, so who is current is a query rather than a project.
Reporting that does not need a headcount
Headcount, attrition, time-to-fill, and case volumes reported from the systems of record on a schedule, so the questions leadership asks every month stop consuming HR's week.
Proof, not positioning
Systems we designed, built, and put into production.
Client-reported: case resolution across a global semiconductor workforce of 120,000+ employees, alongside 23% higher retention and 34% higher employee satisfaction
Read the case studyClient-reported: higher retention from a mentor matching platform built for a technology company's 5,000+ employee workforce
Read the case studyClient-reported: match satisfaction from skills-based mentor matching and mentor circles, a separate engagement at a 2,500-employee company
Read the case studyFrequently Asked Questions
Do we have to replace our HRIS?
No. Your HRIS, ATS, and LMS are usually doing their jobs. The time is lost in the gaps between them and in the work done by hand around them. Nutron integrates and automates around what you already run rather than proposing a migration, which is faster to deliver and far lower risk than a replacement program.
Have you built HR systems at scale?
Yes. Nutron built the employee case management and retention analytics platform for a global semiconductor company with over 120,000 employees, and mentor matching platforms for two other workforces. Each has a published case study on this site.
How do you handle employee data?
Employee data is sensitive, so access control, encryption, and audit logging are designed into the build rather than added before launch. Nutron is a US-based company with a US workforce; nothing is subcontracted or offshored.
Where does AI fit in HR operations?
AI implementation is one of Nutron's specialties. In HR operations it earns its place in predictive retention modeling, matching people to mentors and roles, and classifying and routing incoming cases. Integration and workflow automation carry the rest, and the audit tells you which is which before anything is built.
How does an engagement start?
With a two-week operations audit from $1,500. We map how work actually moves across your HR systems and the people around them, quantify each bottleneck, and give you a prioritized roadmap. If you want it built, the same team continues.
Start with the problem, not the pitch.
Tell us what is slowing you down and we will tell you whether the two-week operations audit is worth it for you, and what we would look at first. The blueprint is yours whether or not we build it.