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A variant of AI-Native HRIS.

View the interactive variant page →

AI-Native HRIS

Part of the worlds-biggest-software-project initiative.

An open-source, AI-native Human Resources Information System that brings conversational HR, predictive workforce insights, and automated compliance to organisations underserved by today's commercial and open-source HRIS options.

AI-Native HRIS is a modern, self-hostable platform for managing core employee records, onboarding, time-off, and the broader employee lifecycle. It targets HR teams and people-ops leaders who need the polish and intelligence of Workday, Rippling, or HiBob without enterprise pricing or proprietary lock-in. The project synthesises a clean data model, open standards (SCIM 2.0, HR Open Standards), and AI assistance into a credible open-source alternative for SMB and mid-market organisations.

Why AI-Native HRIS?

  • Existing OSS options are dated and AI-blind. OrangeHRM and Odoo HR are the primary open-source incumbents but ship with Web 2.0-era UIs, no conversational assistant, and no predictive analytics — leaving a clear gap for a modern OSS HRIS.
  • Commercial HRIS pricing scales aggressively. Workday runs $40–$200/employee/year with 12–18 month implementations; Rippling can reach $25–$40/employee/month once IT and finance modules stack up. Mid-market buyers want a defensible alternative.
  • AI features sit behind enterprise paywalls. Workday Illuminate and Skills Cloud deliver natural-language HR queries and ML-inferred skills, but only at enterprise price points. SMBs and mid-market teams have no comparable option.
  • HR admin work is still manual. 20–30% of HR team time goes to answering routine policy and leave-balance questions, tracking I-9 expiries, and chasing onboarding tasks — work an AI-native HRIS can substantially automate.
  • Standards exist but are unevenly implemented. SCIM 2.0, HR Open Standards, and EEO-1 reporting are open standards; an AGPL-free, standards-first OSS implementation has room to win on integrations alone.

Key Features

Core HR Record & Self-Service

  • Unified employee record with custom fields, real-time org chart, and document storage
  • Employee self-service portal for profile updates, payslip access, and time-off requests
  • Manager self-service with team views, approvals, and performance notes
  • GDPR/CCPA-compliant data handling with right-to-erasure support built into the data model

Onboarding & Lifecycle Automation

  • Digital onboarding with e-signature, configurable task lists, and a new-hire portal
  • No-code workflow automation triggered on hire, role change, promotion, and offboarding events
  • AI-driven onboarding orchestration that adapts task lists based on role, location, and department
  • SCIM 2.0 provisioning hooks for zero-touch software and device access on hire and offboard

Time-Off & Compliance

  • Time-off and leave management with accrual policies, carryover rules, and approval workflows
  • Automated compliance tracker for document expiry, I-9 re-verification, and mandatory training
  • EEO-1 export support and architectural readiness for multi-jurisdiction labour law packs

AI-Assisted People Operations

  • Conversational HR assistant that answers natural-language questions about policies, leave balances, and the org chart, grounded in the employee's actual record
  • Predictive attrition scoring surfaced in HR dashboards with supporting evidence signals
  • AI-inferred skills tagging from job history and review text, with an employee confirmation step
  • Compensation equity reporting with statistical gap detection during merit cycles

Integrations & Identity

  • SCIM 2.0 user provisioning and SAML/OIDC SSO
  • HR Open Standards / HR-XML data interchange
  • REST API and event webhooks for downstream systems
  • Architectural hooks for native or partner-driven payroll engines (US first, international via EOR APIs)

AI-Native Advantage

Where incumbents bolt AI onto legacy data models, this project treats AI as a first-class layer over a clean HR record. A conversational assistant replaces UI navigation for the most common employee questions; predictive attrition and flight-risk detection turn dormant tenure, performance, and compensation data into early warnings 60–90 days before resignation; AI-driven onboarding orchestration adapts to role, location, and required system access rather than running a static checklist; and automated compliance monitoring eliminates a category of manual HR work around document expiry and policy re-signatures.

Tech Stack & Deployment

  • Deployment: via the wbsp-platform framework (wbsp-app deploy), one organisation per deployment — see docs/operations/deploy.md
  • Open standards: SCIM 2.0 (RFC 7642–7644), HR Open Standards / HR-XML, SAML/OIDC, EEO-1 export format
  • Identity & integration: SCIM provisioning, REST API, webhook event bus
  • Compliance posture: GDPR Article 17 right-to-erasure modelled from day one; SOC 2 Type II and ISO 27001 alignment as enterprise readiness goals
  • Licence strategy: designed clean-room to avoid AGPL v3 copyleft constraints inherited from OrangeHRM and Horilla

Market Context

The global HR software market is estimated at USD $34.31B in 2026, projected to reach USD $89.12B by 2035 at an 11.19% CAGR (Business Research Insights), with the HRIS-specific segment at USD $12.45B in 2024 (Verified Market Reports). Mid-market commercial pricing ranges from roughly $3,400/month (BambooHR Pro at 200 employees) to $6,250/month (Rippling core + payroll), while Workday enterprise deals run from ~$120K/year upward. Primary buyers are HR managers at SMBs, people-ops leads at Series B startups, and CHROs at mid-market organisations seeking alternatives to per-employee module stacking.

Project Status

All 11 user stories are implemented. Core HR: employee records & org management, role-scoped self-service portal, leave management, onboarding/offboarding workflow automation, documents & automated compliance tracking, GDPR right-to-erasure, SCIM 2.0 + SAML/OIDC identity integration. AI-native layer (optional module): RAG-grounded conversational assistant with permission-scoped tools, evidence-backed attrition insight (demographics structurally excluded), human-confirmed skill suggestions. Plus workforce analytics with EEO-1 export, performance reviews, statistical pay-equity analysis, signed webhooks, scoped API keys, and an MCP server — single-tenant (one organisation per deployment), with Row-Level-Security isolation as defense-in-depth, an append-only audit trail, and 127 passing integration/unit tests.

Quickstart

pnpm install
docker compose up -d          # postgres + redis + minio
cp .env.example .env
pnpm db:migrate && pnpm db:seed
pnpm dev                      # API http://localhost:3001, web http://localhost:3000

Demo sign-ins (password Demo1234!demo): hradmin@acme.test, manager@acme.test, employee@acme.test, ceo@acme.test. API docs: http://localhost:3001/api/docs.

The docker compose above is local development only — not a deployment method. Deploy through the wbsp-platform framework: see docs/operations/deploy.md (wbsp-app deploy --target …). Backup/restore: docs/operations/backup-restore.md.

Contributing

We welcome contributions from developers, domain experts, and potential users. See CONTRIBUTING.md for guidelines.

Important: All contributions must be your own original work or clearly attributed open-source material with a compatible licence. Copyright infringement and licence violations will not be tolerated and will result in immediate removal of the offending contribution. If you are unsure whether a piece of code, text, or other material is safe to contribute, open an issue and ask before submitting.

Licence

Apache 2.0 (per the project constitution: permissive, clean-room, no AGPL derivation). See .specify/memory/constitution.md.