Minimize context
Use role, timeline, and workflow facts where possible. Avoid pasting unnecessary medical detail, SSNs, bank details, or unrelated personnel history.
AI Safety
AI drafts stay under human review.
AI SoloHR uses AI to reduce blank-page work for U.S. HR teams, not to replace HR judgment or provide legal advice.
Built for U.S. employers and small-business HR teams.
Drafts are not final decisions
AI-generated content is a starting point for emails, summaries, and briefs. HR reviews, edits, and decides whether to use it.
- Human review required
- No automatic sending
- Editable output
- Case facts first
Clear compliance boundary
AI SoloHR supports operations and documentation workflows. It does not decide eligibility, diagnose conditions, or provide legal advice.
- No legal advice
- No medical diagnosis
- No eligibility determination
- Professional review encouraged
Safer review habits
Every sensitive draft should be checked for facts, tone, policy alignment, and whether professional guidance is needed before it leaves HR.
- Fact check
- Tone check
- Policy check
- Risk check
How the review workflow should work
1. Start from case context
Generate drafts only after the relevant facts, dates, and next steps are already documented in the case.
2. Review the draft carefully
Check tone, facts, audience, policy alignment, and whether legal or professional guidance is needed.
3. Keep the history connected
Store the reviewed message and the final action alongside the case timeline for future reference.
Example: reviewing an HR draft safely
A practical example is a leave or accommodation update where HR needs a clear first draft but still needs to check every fact before anything goes out. The useful role for AI here is acceleration, not authority.
Start from a live case, not a blank prompt
The safest draft starts after HR has already documented the request, key dates, and next action inside the case record. That keeps the draft anchored to facts instead of memory.
Check the draft like an HR operator, not just an editor
Review whether dates, names, workflow status, and requested action match the case. Then review tone, audience fit, and whether the message crosses into an area that needs counsel or advisor input.
Keep the final version tied to the workflow history
If HR uses the draft, the next step is to keep the reviewed version and surrounding case updates connected to the same timeline so the communication can be understood later.
When to slow down and escalate
Some HR situations should never rely on a draft alone. When the workflow touches termination, discipline, protected leave, accommodation disputes, harassment, discrimination, retaliation risk, or a medical restriction question, human review should include the right internal owner and, when appropriate, outside counsel or an HR advisor.
AI SoloHR can still help keep the notes, tasks, and communication history organized around that issue, but it should not be presented as the decision-maker or final authority.
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Safe AI Operations
How AI Draft Review Should Work
Learn how our human-in-the-loop review ensures all AI drafts are verified before being shared.
01
Gather Facts First
Only trigger draft assistance after cases contain verified notes, dates, and documents. Do not prompt in a vacuum.
02
Review Draft Against Record
Double check timeline facts, restrictions, FMLA windows, and employee names. Ensure zero hallucinated data.
03
Approve Defensible Version
Log the final approved version inside the case lockbox. Keep audit trail logs connected to prevent manual revision gaps.
Prompt Boundary
Treat prompts and outputs as sensitive HR work product
AI prompts should contain only the minimum context needed to draft the next HR communication. Outputs should remain drafts until a qualified human reviews the facts, tone, policy fit, and escalation needs.
Do not rely on memory
Anchor drafts to case notes and verified dates. If the record is incomplete, finish intake before asking AI for employee-facing language.
Review before storing or sending
Keep only reviewed versions in the case timeline when the message becomes part of the operational record.
Escalate high-risk drafts
Protected leave disputes, terminations, harassment, retaliation, and accommodation denials need qualified human review before use.
Privacy & Safeguards
What Not to Paste Into an AI Draft
Review security guidelines on handling personally identifiable information and medical details.
Sensitive Details
Never upload Medical Diagnosis reports, SSNs, bank details, or private health conditions. Keep details protected in the local secure files, not AI prompts.
Incomplete Facts
Refrain from generating drafts during active disputes until witness reports or manager intake details are verified. Incomplete facts distort drafts.
Counsel Review Cases
High-risk actions like discrimination alerts or final termination notices must bypass standard AI drafting. Involve legal counsel or senior advisors directly.
Operation Guide
A Practical HR Draft Safety Checklist
BEFORE YOU GENERATE
Verify employee intake sheet exists
Isolate health diagnosis notes
BEFORE YOU SEND
Verify FMLA dates & FMLA hours
Validate local state regulations fit
BEFORE YOU ARCHIVE
Lock the email text in timeline logs
Complete human review check-off
