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AI Board

For HR managers

AI for HR managers: absence, retention and headcount, answered from your own files

You already know the questions: which re-integratie case hits a deadline this week, why turnover feels up, why headcount won't reconcile before the MT wants numbers. The problem is that the answer sits in a verzuimdossier, a formatieoverzicht and a verloopanalyse that nobody has time to cross-read on a Thursday. An AI grounded in your own files closes that gap, and is honest about where the file stops and your judgement starts.

Join the waitlistAsk your HR files and get a grounded answer

AI is real in HR, but it isn't pointed where your week actually hurts. SHRM's State of AI in HR 2026 found 39% of organisations already have AI adopted in their HR functions, yet the same survey of 1,908 professionals shows it clustered in recruiting (27%) and HR technology (21%): resume screening and interview scheduling, not the absence, retention and headcount grind that eats your Monday.

The vendor answer to that grind is a platform migration: buy the suite, move your data into it, wait for the integration. Your problem is due Thursday, and the numbers you need are already on your drive, in files the suite would take months to ingest. What you want isn't another system of record; it's an answer this week from the Verzuimdossiers re-integratie.xlsx and Formatieoverzicht 2026.xlsx you already maintain by hand.

AI Board is grounded in those files and cites its source for every figure (the exact document and version), so you can check it in seconds instead of trusting it blind. And it holds a hard line the vendors skip: it surfaces the signal, never invents the cause. This page is about how you work with it week to week. For the action itself (asking your files and getting a grounded answer), see chat with your data.

The week you recognize

The Poortwachter deadline you can't afford to miss

Somewhere in the verzuimdossier is a week-8 Plan van Aanpak that hasn't been signed, and if it slips it's the gap UWV penalises at week 104 with a loonsanctie of up to a year's extra pay. Dutch sickness absence sits at a multi-year high, CBS put it at 5.8% in Q1 2025, and highest at firms with 100+ employees, so there are more long-term cases to track and one unsigned PvA is easy to lose. The thing that keeps you up isn't the number you can't find; it's the deadline in Verzuimdossiers re-integratie.xlsx that nobody flagged.

Headcount that won't tie out before the MT wants numbers

Thursday the MT wants headcount, FTE and loonsom, and nothing reconciles: 182 FTE across 205 heads, the loonsom running over budget, and the gap living in a manual tab rather than the HR system. You can find that there's a mismatch. What you can't produce fast enough is why it's over (overtime, inhuur, a cao-trede), which is exactly what the CFO will probe. Walking into that meeting with a gap and no explanation is the exposed-in-the-MT feeling you'd pay to avoid.

Turnover you feel but can't point at

Verloop is up (you can sense it), but you can't say which team, which tenure band, or which teamlead it clusters under, so you can't have the conversation that would stop the next one. Gallup reports 42% of voluntary leavers say their departure was preventable, and 45% had no proactive conversation about their job in the three months before they left. The cost is real too: replacing a manager runs around 200% of their salary. By the time the pattern is obvious, the notice letter is already in.

Live demo

Your personal AI assistant, thinking

Turnover feels up but I can't say which team or why.

Voluntary exits cluster in Binnendienst: 1-2 year tenure, all under teamlead Dekker. Each backfill runs ~EUR 25k plus months of an open seat. Have the retention talk with Dekker before the next one leaves.

Verloopanalyse 2026.xlsxlast 12 months · v4
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What changes

The deadline surfaced while there's still time to act

Ask which long-term cases are near a Poortwachter deadline and you get the specific dossiers, which Plan van Aanpak are still unsigned, and the week-104 stake spelled out, read straight from the verzuimdossier on your drive, with the file and version named. You still own the re-integratie call. What changes is that the deadline finds you this week instead of after it's passed.

The mismatch and the reason, not just the gap

Reconcile headcount against FTE and loonsom and you get the mismatch located in the manual tab and where the overage concentrates: which departments, and the likely driver to check next. You walk into Thursday with a defensible answer for the CFO, not a spreadsheet that won't tie out. The synthesis you used to build by hand is assembled the moment you ask, from files already on your machine.

A signal to investigate, honestly labelled as one

Ask where voluntary exits cluster and you get the team, the tenure band, the teamlead and the backfill cost, flagged as a signal to investigate, never as a diagnosed cause. A cluster under one teamlead is a reason to have the retention conversation, not proof of blame; if exit-interview themes are in the file, it names them, and where they aren't, it says so. That honesty is the point: it shows you the pattern, you own the why.

Answered on demand

Contract deadlines

Which fixed-term contracts convert to permanent under the ketenregeling if I don't act, and when is the aanzegging notice due?

Frequent short absence

Who has crossed the frequent short-term absence threshold that should trigger a conversation, not a policy letter?

Pay-band anomalies

Are there people sitting outside their cao-trede or salary band for their role, and where are the equity gaps?

Probation review dates

Whose probation or first-year evaluation falls in the next month, and which reviews haven't been scheduled?

Questions, answered

What can AI do for an HR manager, specifically?
It answers the questions you already ask yourself each week (which re-integratie cases hit a Poortwachter deadline, where voluntary exits cluster, why headcount won't reconcile with loonsom) from your own files rather than the open internet. You point it at the verzuimdossier, formatieoverzicht and verloopanalyse you already maintain, and it reads them and answers, naming the exact document and version for every figure. Most AI in HR today is aimed at recruiting; this is aimed at the operating grind that recruiting tools never touch. It doesn't run HR or replace your judgement: it removes the hours of manual cross-reading between you and the answer.
Can AI help with sickness absence and Poortwachter deadlines?
Yes, in the concrete sense that matters: you can ask which long-term cases are approaching a week-8 Plan van Aanpak or a later re-integratie deadline and which documents are still unsigned, and get a grounded answer from your own verzuimdossier, with the week-104 loonsanctie as the stake to act on. It surfaces the deadline and the gap; the medical judgement and the conversation with the bedrijfsarts stay with you and the professionals who own them. It is a way to stop losing an unsigned dossier in a busy week, not a replacement for the Wet Poortwachter process.
Is my HR data (health and pay) safe? Does it leave my laptop?
This matters more for HR than almost any function, because absence records are health data and salary is pay data: AVG bijzondere persoonsgegevens. The real-world risk is the shadow-AI habit: [MIT's NANDA research found employees at over 90% of companies regularly use personal AI tools for work while only about 40% of companies have an official subscription](https://fortune.com/2025/08/19/shadow-ai-economy-mit-study-genai-divide-llm-chatbots/), which is how a verzuimdossier ends up pasted into a personal chatbot. AI Board is private by design: it runs grounded in the files on your own machine, so nothing about your people is published or turned into a claim. See [security](/en/security) for how that holds up.
How is this different from a recruiting AI or an HRIS add-on?
A recruiting AI screens candidates and schedules interviews: the front of the funnel, not the weekly work behind it. An HRIS add-on answers within the platform you already pay for and only sees the data that made it into the system; your headcount gap lives in the manual tab precisely because it isn't in the HRIS yet. AI Board reads the files as they actually are (the working spreadsheets on your drive) and answers across them. It's the operating layer neither of the others gives you, grounded in your own [company brain](/en/company-brain).

The questions don't change from Monday to Monday: the deadline, the flight-risk team, the headcount that won't tie out. What changes is whether the answer is ready when you need it and whether you can stand behind it. AI Board is your personal AI assistant that makes you AI-native: it runs on your own laptop, grounded in your company's data, and gets sharper as your knowledge grows. It shows you the signal; you own the why, and that honesty is exactly why it's safe to bring into the room.

Put your own HR files to work

See how a second brain grounded in your verzuim, formatie and verloop files answers the questions you already ask each week, private by design, with the source named every time.

Runs on your own laptop. Your data never leaves it.