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AI agent for vice president of human resources

Pay Equity Review Agent

Unexplained pay gaps identified and costed adjustments proposed

AnalysisDecisionsHuman resourcesExecutives and strategyFinance
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Pay Equity Review Agent: what goes in, what the agent does and what you get

What it does

Fair pay needs a regular check that people in comparable roles are paid comparably, but data errors make the analysis unreliable. This agent first pulls pay, job level, role, location, tenure and performance data and checks its quality. Wrong job levels or missing pay elements go to HR operations for correction before any analysis. It then groups comparable roles, compares pay across gender and other groups, and explains differences with legitimate factors such as location or tenure. Gaps that remain above the threshold are flagged. It proposes adjustments with their cost and reruns the analysis to confirm the gaps close; if not, it revises the proposals. The HR leader and legal approve any adjustment. Edge case: a comparison group has fewer than five people, so the agent reviews those cases one by one instead of using statistics.

How it works

Follow the arrows from top to bottom. The orange dashed arrow is the loop: when a check fails, the agent goes back and tries again.

Start and resultWhat it doesA check on its own workWaits for your OKGoes back and retries
Yes, continueYes, continueApprovedNoNo 1 STARTS WHEN Pay review cycle approaches 2 USES A TOOL Pull pay, job and demographic data 3 CHECKS THE RESULT Are job levels and pay elements complete andconsistent? If not: send errors to HR operations and reload. Back tostep 2. 4 DOES Compare pay within comparable groups 5 DOES Explain gaps with legitimate factors 6 USES A TOOL Propose adjustments with cost 7 CHECKS THE RESULT Do proposed adjustments close the unexplained gaps? If not: revise the adjustments. Back to step 6. 8 YOU APPROVE HR leader and legal approve adjustments 9 RESULT Pay equity report and adjustment list
Read the steps as a list
  1. Pay review cycle approaches
  2. Pull pay, job and demographic data
  3. Are job levels and pay elements complete and consistent?If not: send errors to HR operations and reload. Back to step 2.
  4. Compare pay within comparable groups
  5. Explain gaps with legitimate factors
  6. Propose adjustments with cost
  7. Do proposed adjustments close the unexplained gaps?If not: revise the adjustments. Back to step 6.
  8. HR leader and legal approve adjustmentsThe agent waits here for your OK.
  9. Pay equity report and adjustment list

How it decides

It compares pay within comparable groups after legitimate factors and flags unexplained gaps above the threshold.

  • Unexplained gaps over 3% are flagged
  • Groups under five reviewed individually
  • Adjustments are within the pay range

Make it yours

Every agent is a starting point. You choose these settings for your own situation.

  • Groups compared
  • Gap threshold (default 3%)
  • Legitimate factors used
  • Budget cap for adjustments

What keeps you in control

It always asks you first

  • Pay adjustments
  • Any external reporting

Hard limits

  • Data access limited to approved users
  • Never changes pay in payroll

It stops when

  • Done: adjustments approved
  • Stop: legal requests privileged review

Set it up

We guide you through the set-up, step by step

Members get the full set-up guide for this agent. No technical skills needed: you copy, paste and upload.

10 minto set it up in your AI
5 AIsChatGPT, Claude, Copilot, Gemini, Grok
  • One set of instructions to paste into your AI, with the clicks for ChatGPT, Claude, Microsoft 365 Copilot, Gemini and Grok
  • The agent then walks you through connecting your own data, one source at a time
  • A downloadable copy with the flow chart, the rules and the full guide
Get access to this agent

An example run

What happensEngineers at level 4 showed a 7% gender gap. The data check found 14 people with the wrong level, so it failed and HR operations corrected them. The rerun showed 4.2% unexplained. The agent proposed raises for 11 people costing $96,000, but the rerun still showed 1.6%, so it revised two raises. The gap fell under 1%, and HR and legal approved.

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