Agentic FabriqLimit agents to the requesting employee’s own records where appropriate.
A benefits question resolves against the asker’s own eligibility data — the agent never needs, or gets, anyone else’s file.
SOLUTIONS / HR / People
Protect employee data while automating people operations
Let agents support employees without exposing sensitive workforce data or making unauthorized decisions.
01 / IDENTITY02 / POLICY03 / AUDIT
01 / THE CONTEXTHelp with people work,
Help with people work,
without opening every record.
HR agents frequently need access to highly sensitive records: compensation, health information, performance reviews, immigration data, investigations, and organizational changes.
- Employee
- R. Okafor
- Team
- Field operations
- Manager
- D. Ferreira
- Time-off balance
- 14 days
- Benefits eligibility
- Plan B · family
- Compensation
- outside this request
- Performance review
- outside this request
- Investigation notes
- outside this request
people-agent, acting for the employee asking about their own benefits. The held fields are not redacted after the fact — they are never inside the request.
02 / IN PRACTICE
Autonomy, with accountability.
ILLUSTRATIVE · WHERE ONE REQUEST LANDSpeople-agent, acting for an HR partner
- ARead the record of someone in her own orgAllowedIn her permissions, and inside what the agent may do.
- BRead that person’s compensation historyBlockedShe may open it herself. The agent was never granted the compensation scope, and connecting it did not hand hers over.
- CChange an employment statusNot offeredA people-impacting write this agent was never granted, so the tool is left out of the list it is handed. The change stays with an HR partner.
03 / WHAT CHANGES
Control, in the details.
Apply manager, HR business partner, recruiter, and executive access rules.
The agent’s reach mirrors the human role it serves, so a manager’s assistant sees a manager’s slice and nothing more.
Separate access to compensation, performance, benefits, and investigation data.
Each sensitive category is its own scope; access to one implies nothing about the others.
Keep employment status, compensation, and access changes out of the grant.
People-impacting write actions are not given to the agent, so they never reach the tool list it is handed, no matter how routine the request appears.
Restrict recruiting agents to approved candidate and interviewer information.
Coordination runs on the data the process needs, without exposing unrelated candidates or internal records.
Remove agent access when an employee, contractor, or recruiter relationship ends.
Access follows the relationship and ends automatically, instead of sitting on someone’s cleanup list.
Record whose authority a sensitive personnel action ran on.
Every status, pay, or access change carries who asked, which agent acted, and the verdict on the call.
THREE LAYERS. ONE DECISION.
The boundary travels with the work.
Explore the context attached to every request.
What is this agent allowed to do?
people-agent has a defined purpose and a bounded set of tools.
Whose authority travels with it?
The request acts for hr partner, using that person’s permissions.
Where does the action land?
The policy applies to the requested action within Employee records, before the tool executes.
04 / WAYS TO PUT IT TO WORK
Built for your real workflows.
01An employee assistant that can answer benefits questions using the employee’s own eligibility data.
Scoping to the requester’s own record makes “what’s my coverage” safe to automate at scale.
Identify→Authorize→Record
02A recruiting agent that coordinates interviews but cannot reveal unrelated candidate records.
Scheduling data flows freely while other candidates’ records stay outside the agent’s scope.
Identify→Authorize→Record
03An onboarding agent that provisions approved resources based on role.
Provisioning follows the role’s approved resource list; privileged grants are not in what the agent holds, so those stay with IT or HR.
Identify→Authorize→Record
04A manager assistant that can draft performance feedback but cannot access another team’s reviews.
Drafting uses the manager’s own team data; another team’s reviews are simply unreachable.
Identify→Authorize→Record
QUESTIONS
A closer look.
Does Fabriq plug into our HRIS and identity setup?+
Yes. It drops into the stack you already run, inheriting roles and relationships from your identity systems. The HRIS stays the system of record; Fabriq decides, per request, which records an agent can touch and which actions it may take at all.
What about recruiting data?+
Recruiting agents are limited to the candidates and interviewers in their process. They can coordinate schedules and communications without the ability to reveal unrelated candidate records, and their access ends when the recruiting relationship does.
Can we keep HR-sensitive changes away from an agent?+
Yes — grant the reads and leave the writes out, per person and per action. A change the agent was not granted never appears in its tool list, so the step stays with an HR partner.
Can we control what each employee’s assistant can see and do?+
Yes — per user. An employee’s assistant resolves against their own records; a manager’s assistant widens only to that manager’s team; sensitive categories like compensation and investigations stay separately gated regardless of who is asking.
How is offboarding handled?+
Revoke the person’s session and it dies immediately; their agents lose access with them, and the history of what those agents did stays reviewable.
Who can see what an assistant did?+
Every action is attributed — the employee who asked, the agent that acted, and the verdict — so questions about access to people data end in a query, not an interview.