Mike WinklerAdvisory

Public proof

Work that shows the boundary, not just the capability.

Each artifact starts with a real HR operating problem and makes the sources, owner, human review, stop conditions, and known limits visible.

Built · private alpha

01

Compliance source-to-action workflow

A bounded workflow that monitors defined sources, prepares a source-linked review packet, routes it to a named owner, and preserves the human decision through implementation and closeout.

  1. Source
  2. Packet
  3. Human review
  4. Artifact
  5. Implement
  6. Close

Evidence and controls

  • 64/64 deterministic tests passed on July 15, 2026
  • 10/10 items found in a bounded, human-verified source-recall sample on July 13, 2026
  • 240 local route requests with zero failures in a five-minute soak on July 10, 2026

Boundary

Early-warning and workflow support only. It does not provide legal advice, certify complete coverage, or make policy decisions.

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Prototype specification

02

Policy answers with citations

A policy-assistant pattern that answers from approved material, cites the exact source, exposes uncertainty, and escalates sensitive or conflicting questions.

  1. Question
  2. Retrieve
  3. Compare
  4. Cite
  5. Escalate
  6. Record

Evidence and controls

  • Approved-source boundary
  • Citation and uncertainty requirements
  • Sensitive-topic refusal and human escalation rules

Boundary

It must not resolve accommodations, leave, investigations, discipline, pay, immigration, or other sensitive employee matters.

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Documented pattern

03

HRBP weekly decision brief

A decision-support pattern that organizes scattered facts, open questions, owners, commitments, and missing context into a brief for HRBP review.

  1. Inputs
  2. Facts
  3. Questions
  4. Owner
  5. Review
  6. Follow-up

Evidence and controls

  • Facts separated from interpretation
  • Missing context and confidence made visible
  • Human-owned decisions and follow-through recorded

Boundary

The workflow organizes the briefing. The HRBP owns the judgment, relationship, and every decision affecting an employee.

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Start with one workflow

Bring the recurring HR process that still depends on memory.

We will map where context disappears, what the system may prepare, and which judgment must stay with an accountable person.

Discuss a workflow