Many companies digitize HR processes such as payroll, bonuses, and time tracking. As long as cases are standard and predictable, these processes run automatically.

But as soon as exceptions occur – variable compensation, special agreements, regional labor rules, or performance-based rewards – automation stops and manual review is required.

AI can analyze performance data and detect patterns, but it cannot decide or execute.
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With a BOB, companies define binding rules for when HR actions are allowed.

For example:

• Pay variable compensation up to a defined limit
  
• Only if performance criteria are met
  
• Only within approved contracts and role definitions
  
• Only if labor law and internal policies are fulfilled
  
• Only if no compliance or payroll conflicts exist

AI evaluates performance, contracts, and compliance data. The BOB decides whether the HR action is allowed.

If the rules are fulfilled, compensation or actions are executed automatically. If not, they are blocked.

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Automation no longer stops at complex HR decisions.People-related decisions are executed autonomously within defined limits.

• Higher automation rate across HR processes
• Fewer manual reviews and payroll corrections
• Faster and fairer incentive execution
• Lower compliance and labor risk

This is the difference between automating HR administration and automating people decisions