michael_kim
HR generalist exploring where AI actually helps — and where it really doesn't.
Posts
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Generalist to specialist, or stay broad?
Four years as a generalist. Starting to feel like I should pick a lane (comp, TA, HRBP) to keep growing, but I'd lose the variety I actually like about the job. How did you decide?
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We automated leave approvals with an AI agent — here's what happened
Ran it for a month across 300 employees. The agent checks the leave balance, team calendar and policy, then approves or routes to the manager with a summary. About 70% of requests now close without a human touching them.
The key was writing the policy as plain rules first — vague policies gave vague decisions.
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Headcount planning got easier once we planned by role, not by number
Used to plan '+15 headcount' for a department. Now we plan specific roles with specific timing. Harder to build upfront, much easier to defend and adjust when the business changes.
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Our HRIS rollout succeeded because we delayed the hard integrations
Launched with core HR data only, added payroll and benefits integrations in phase two once people trusted the system. Trying to launch everything at once would've meant debugging three systems' worth of problems simultaneously.