For CHROs, VPs of People & HR Leaders

HR runs on data trapped in ten systems. Your board deck is due Friday.

Workday says one headcount. Finance says another. The Presentation Tax costs your People team hours every quarter reconciling numbers that should already agree — while comp data lives in spreadsheets emailed to the CEO.

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12+ hrs

Per Quarter on Board Prep

4-6

Systems Reconciled Manually

Governance on AI Tools Today

The Problem

The Presentation Tax hits HR hardest.

Your CHRO spends Sunday night in PowerPoint reconciling Workday headcount against Finance's version of the same number. Your HRBPs copy-paste engagement scores from CultureAmp into decks that were last updated by someone who left six months ago. Your comp data lives in a spreadsheet that gets emailed — unencrypted — to the CEO.

Meanwhile, AI tools are being used behind the scenes. With no governance. On your most sensitive data.

HR doesn't need another AI tool. It needs an intelligence layer built for the stakes.

Why HR Can't Use ChatGPT

Board-level HR work demands three things generic AI can't give you.

Consistency

Generic AI is not deterministic. Ask it the same question ten times, get ten different answers. Fine for a writing assistant. Liability for a Comp Committee deck.

Your board sees the same format every quarter. Your CHRO's narrative structure never drifts. Your attrition number is calculated the same way whether it's a Tuesday metrics review or a Friday board prep.

Steerco enforces consistency at the org level. Admin-defined templates. Structured narrative frameworks. Same methodology, every deck, every quarter.

Control

Every HRBP running their own ChatGPT prompts with their own interpretation of "good" is not AI adoption. It's AI proliferation. And it puts comp data, PII, and termination details into tools your security team never approved.

HR needs a governance layer. Who can generate what. Which data sources feed which decks. Which templates the CHRO has approved.

Steerco is configured once, at the admin level. Your team doesn't prompt. They review.

Confidence

Your enterprise OpenAI license does not automatically mean your data is private. That's a contractual specific, not a default. And HR data is the most sensitive data in the company — comp, PII, performance ratings, terminations, DEI breakdowns.

Steerco is SOC 2 Type II certified. Every output is logged, traceable, and auditable. Your legal team gets the evidence. Your board gets the deck. No one gets access they shouldn't have.

Most AI vendors nail one. Steerco delivers all three.

What Steerco Builds for HR

Six presentations. Zero Sunday nights.

Board Compensation Committee Decks

Comp philosophy, equity burn, pay equity analysis — formatted for your board every quarter.

Quarterly

People Metrics Reviews

Headcount, attrition, time-to-fill, eNPS — one methodology, every cycle.

Monthly / Quarterly

Talent Reviews & 9-Box Calibrations

Succession depth, high-potential pipeline, calibration decks for leadership offsites.

Semi-Annual

RIF & Reorg Communications

Impact analysis, org-chart diffs, and leadership talking points — built fast, reviewed carefully.

On-Demand

Engagement & Culture Readouts

Survey trends, participation rates, action-item tracking — from CultureAmp or 15Five into slides.

Quarterly

DEI Annual Reports

Representation data, pay-gap analysis, goal tracking — auditable and board-ready.

Annual

The Workflow Behind Every Deck

Four steps automated. One step yours.

Automated

Where your team belongs

Steerco

Connect

Plug in your HRIS, ATS, engagement, and comp tools

Steerco

Scout

Scouts pull headcount, attrition, comp, and engagement data in real time

Steerco

Wrangle

Wranglers reconcile conflicting numbers across systems into one source of truth

Steerco

Build

Cowboys assemble board-ready narratives using your approved templates

Human

Review

You review, edit, and present with confidence

Connect

Steerco

Plug in your HRIS, ATS, engagement, and comp tools

Scout

Steerco

Scouts pull headcount, attrition, comp, and engagement data in real time

Wrangle

Steerco

Wranglers reconcile conflicting numbers across systems into one source of truth

Build

Steerco

Cowboys assemble board-ready narratives using your approved templates

Review

Human

You review, edit, and present with confidence

Connects to your HR stack

Before vs. after. No contest.

Before Steerco

Sunday nights in PowerPoint reconciling headcount across Workday and Finance
Three versions of attrition depending on who you ask
Comp data in a spreadsheet emailed unencrypted to the CEO
HRBPs pasting ChatGPT outputs into decks with no audit trail
Board format drifts every quarter depending on who builds it

With Steerco

Connected data from every HR system — one source of truth
Board-ready People decks in minutes, not days
One methodology, enforced — attrition calculated the same way every time
Every output logged, traceable, and auditable
SOC 2 Type II certified — your legal team signs off, not just your CHRO

“

With Steerco, I'm able to create a comprehensive narrative that tracks utilization, satisfaction, cost, and performance — empowering me to truly assess our strategy and take control.

Emily Munroe

Director of Benefits, Live Nation

FAQ

Frequently Asked Questions: HR & People Teams

What HRIS tools does Steerco integrate with?

Steerco connects to Workday, BambooHR, Gusto, ADP, Rippling, Paylocity, and most major HRIS platforms via secure API. We also integrate with ATS tools (Greenhouse, Lever), engagement platforms (CultureAmp, 15Five, Lattice), and comp tools (Pave, Carta). Your data stays in your environment — we pull read-only snapshots for presentation generation.

How does Steerco handle sensitive HR data like compensation and PII?

Steerco is SOC 2 Type II certified. All data is encrypted in transit and at rest. Access is governed by admin-defined roles — your HRBP sees what you allow them to see, nothing more. Every output is logged and auditable. We never train models on your data, and we never share data across customers.

Can I control which templates and formats my team uses?

Yes. Steerco is configured at the admin level. Your CHRO or People Ops lead defines approved templates, narrative structures, and calculation methodologies. Individual contributors review and edit — they don't prompt or freestyle. This ensures every deck follows the same format your board expects.

How is this different from using ChatGPT or Copilot for HR presentations?

Generic AI tools are non-deterministic (different outputs every time), ungoverned (anyone can prompt anything), and raise serious data-privacy concerns for HR-sensitive information. Steerco delivers consistency (same methodology every time), control (admin-configured, not user-prompted), and confidence (SOC 2, logged, auditable). Your board gets reliability. Your legal team gets evidence.

How long does implementation take?

Most HR teams are producing their first board-ready deck within two weeks. Integration setup takes 1-2 days depending on your HRIS. Template configuration is done in partnership with your team to match your existing board format. No migration required — Steerco layers on top of your existing tools.

What if our headcount numbers differ between systems?

This is exactly the problem Steerco solves. Our Wrangler agents reconcile conflicting numbers across Workday, Finance, and department trackers into one source of truth. You define the calculation methodology once — active headcount, FTE vs. contractor, etc. — and Steerco applies it consistently across every deck, every quarter.

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