How do you automate HR workflows beyond onboarding such as performance reviews and offboarding?

HR workflow automation spans the complete employee lifecycle. Performance review automation: scheduled workflow triggers review cycle initiation, auto-distributes self-assessment and peer review forms, collects and aggregates feedback, calculates performance scores against predefined criteria, generates review documents, routes for manager-employee discussion scheduling, and captures final ratings and development plans. Compensation workflows: merit increase calculations based on performance ratings and market data, promotion approval routing with compensation benchmarking, equity grant processing, and total rewards statement generation. Leave management: automated leave balance calculation considering accrual rules, holiday calendars, and carry-over policies, manager approval routing with team calendar visibility, payroll integration for leave deductions, and return-to-work workflow for extended absences. Learning and development: skill gap analysis based on role requirements vs employee profile, automated training assignment and enrollment, completion tracking with reminder escalation, certification expiry monitoring and renewal workflow. Offboarding automation: termination triggers parallel workflows: IT deprovisioning (disable accounts, revoke access, collect devices), HR processing (final pay calculation, benefits termination, exit interview scheduling), knowledge transfer (document handover, project reassignment), and compliance (collect signed agreements, archive records). Integration: HRIS (Workday, BambooHR) as system of record, connected to payroll, IT provisioning, learning management, and collaboration platforms. Analytics: time-to-fill, employee satisfaction trends, training completion rates, and offboarding completeness scores.