SIGMA-HR embeds contextual AI directly into the heart of its screens. It understands your data, documents, and rules to step in at the right time, in the right context. Designed for large organizations operating in complex environments, it puts innovation to work for people and frees your teams to focus on what matters most.
Rather than bolting a generic AI on top of existing models, SIGMA-HR chose to build its own private AI. One that operates inside your secure environment. Not alongside it.
Built for large multi-site organizations that are regulated and unionized, the AI integrates directly into your screens, drawing on a single foundation: your data, your business rules, and your organizational context.
This unified foundation is what lets it understand before it acts, always governed by your company rules.
Its purpose: to anticipate your needs, so your teams can interpret information, structure data, and secure your operations.
Information that's clear and easy to find
SIGMA-HR's AI helps your teams interpret data, documents, and complex situations faster. Summaries, rephrasing, content structuring, context. The AI makes information easier to grasp—right inside the user's screens.
Fewer errors, more reliable operations
The AI helps reduce errors and strengthen data quality across all your processes. It checks content for consistency against your existing rules, while automating data entry.
An AI that's private. Your data stays with you.
Your teams no longer have to copy and paste sensitive information into a public-facing tool. SIGMA-HR's AI works inside your secure environment: data hosted in Canada, never used to train models, automatic anonymization of sensitive information, compliance with Law 25, PIPEDA, and GDPR. You take back control over shadow AI instead of being subjected to it.
Your teams are supported, not replaced.
The AI will never decide for you, and never act outside the boundaries you set. It respects your access controls, your roles, and your permissions: each person sees only what they're authorized to see. It prepares, structures, suggests. Validation stays in your hands—and your teams keep what truly matters: the analysis, the judgment, the human touch.
In a unionized environment, a poorly documented grievance is costly : in time, in resources, in workplace climate. The AI summarizes exchanges, structures the file, and frames it against your collective agreements, all while checking the information for consistency. Every step traced. Every decision documented. Defensible files, handled faster.
Reporting an accident and staying compliant with health and safety regulations eats up valuable time. From the information on screen, the AI drafts a first incident report, extracts the key elements, and prepares the related filings. You move from reactive incident management to proactive, documented prevention.
Structuring interviews at scale across multiple sites and varied workforces takes time. From the documents you provide (resumes, interview reports), the AI generates customized templates, suggests questions tied to key competencies, and pre-fills the summaries. Better-prepared interviews, easier competency tracking.
In an organization of 500 to 10,000 employees, multi-site and regulated, AI isn't judged on what it does for one user, but on what it guarantees for the whole.
Here's what sets apart AI built for scale.
Built into our private AI, voice command interprets your requests in natural language and turns them into concrete actions.
The result: more intuitive interactions and HR operations that move even faster.
Your teams interact more naturally with the platform to enter, clarify, and move work forward, without losing control.
How can AI use be framed and governed? How can organizations support transformation while structuring governance aligned with business realities? Here are our detailed insights.
The adoption of AI by organizations is having a direct impact on HR management. Here is an overview of the main issues related to this technology and the strategies organizations can use to address them.
Find out why HR departments should opt for secure, reliable AI that is integrated into their HRIS, rather than using a public tool like ChatGPT.
Why integrate AI into my HRIS when I can use Chat GPT?
The advantage of using an HRIS rather than just public Chat GPT is that all data is secure. We offer a private AI that does not retain the information provided. For example, when we provide it with a SIN number, it simply extracts it without keeping track of it.
What are the prerequisites for using AI to achieve productivity gains?
As with any IT project, it's important to identify a precise need. Implementing AI aimlessly will not be productive. The company must have clear, well-defined use cases to take advantage of AI.
The software vendor and its professional service play a key role in helping companies adopt AI thoughtfully and effectively.
Is it possible to customize AI functionalities according to companies' needs?
Yes, SIGMA-HR is an extremely flexible tool. It is possible to set specific business rules, create new fields or screens, and integrate AI calls to meet the specific needs of each organization.
What types of data can AI automatically anonymize?
SIGMA-RH's AI can be configured to anonymize sensitive personal information such as names, social insurance numbers, or salaries, ensuring compliance with data protection regulations, including Law 25 or GDPR in Europe.
Why integrate AI into my HRIS when I can use ChatGPT?
The advantage of using AI inside your HRIS instead of public ChatGPT is that your data stays secure. SIGMA-HR provides a private AI that does not retain the information you submit. For example, if you provide a Social Insurance Number (SIN), the AI will extract it to complete the task without keeping a record of it.
What are the main benefits of AI built into a HRIS ?
Built-in AI like SIGMA-HR’s operates at the heart of your HR environment, directly connected to your secured internal data. Unlike external tools, it doesn’t require exporting sensitive data to third-party platforms—reducing leak risks, supporting compliance with regulations (GDPR, EU AI Act), and keeping information consistent. It also improves process flow by automating repetitive tasks using reliable, contextual data.
How to integrate SIGMA-HR AI with your ecosystem (SSO/IdP, payroll, ERP, etc.)?
Integration is seamless via REST APIs and standard connectors, and it’s compatible with your existing systems (SSO/IdP, ERP, payroll). The AI leverages your existing data without disruption.
Can AI features be tailored to each organization’s needs?
Yes. SIGMA-HR is highly flexible. You can configure organization-specific business rules, create new fields or screens, and integrate AI calls to address your specific requirements.
Can AI make HR decisions for you?
No. SIGMA-HR AI is designed to assist—not to decide. It can provide recommendations (for example, workforce planning or risk detection), but final validation always remains with you.
What types of data can the AI anonymize automatically?
SIGMA-HR AI can be configured to anonymize sensitive personal information such as names, Social Insurance Numbers (SIN), or salaries—supporting compliance with data-protection rules (GDPR, Law 25, PIPEDA).
Is your data used to train the AI? Is it retained?
No. The HR data you enter in SIGMA-HR is never used to train AI models. It is only used to deliver the intended features (analysis, automation, recommendations) and is retained in line with legal requirements and your internal policies. In short: no external use, secure storage, GDPR, Law 25 and PIPEDA compliance.
Where is the data hosted, and is it secure?
Your data is hosted in certified data centres (ISO 27001, SOC 2) and aligned with Canadian and European security standards. You choose the hosting location (Canada or EU) to meet your legal and contractual requirements.
How does AI help with GDPR/PIPEDA compliance?
SIGMA-HR includes mechanisms for data minimization, automatic anonymization, and explicit consent to meet GDPR and PIPEDA requirements. You also have tools to manage access rights and employee requests.
Can SIGMA-HR AI help prevent “shadow AI”?
SIGMA-HR provides integrated, secure, compliant AI—reducing the risks associated with external tools. You stay in control of data and usage, without exposing sensitive information.
How does SIGMA-HR AI improve the user experience?
AI supports users in day-to-day tasks: assisted drafting of HR documents, smart form completion, personalized recommendations, and more. It streamlines workflows, reduces errors, and saves valuable time at every step.
How does built-in AI in a HRIS like SIGMA-HR support HR decision-making?
By combining analyses and summaries based on your data, the AI highlights trends, alerts, and areas to watch—drawing from key metrics and recurring signals it detects across your HR information. It helps make complex HR data easier to interpret, while you retain full control over final decisions.
What are the benefits of AI for absence management?
SIGMA-HR AI simplifies absence reporting and processing through conversational interactions. For example, a user can write: “I want to report an absence from Tuesday, June 16 to Friday, June 19,” and the AI automatically fills the required fields. It can also generate supporting documents or trigger related notifications. Faster entry, fewer errors, and a real reduction in administrative workload for HR teams.
What are the benefits of AI for managing labour costs?
AI helps reduce costs by preventing errors at the point of entry through intelligent, contextual guidance. It improves data quality by assisting drafting, automatically checking inconsistencies, and applying reasoning based on your internal rules—not just simple calculations.
How can SIGMA-HR AI help with performance reviews and skills management?
Using the information you allow it to access (CVs, interview notes, etc.), AI can generate customized interview scorecards, suggest questions tied to key skills, and pre-fill summaries based on conversations. It also supports skills tracking and can suggest development plans aligned with employee profiles.
Who can see what? How does AI respect roles and permissions (RBAC)?
SIGMA-HR AI strictly follows the RBAC (Role-Based Access Control) model already configured in your HRIS. AI-generated recommendations and analyses are visible only to authorized users based on their roles and permissions.
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