Protect arc · Hire to Retire

SHIRAWorkforce Scheduling digital coworker

To build and repair a feasible roster that balances demand, skill, fairness, cost and employee constraints.

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Workforce Scheduling · Hire to Retire

SHIRA

PXN-H2R-005

Shift, Hours, Intelligence & Roster Advisor

Reports to: Chief Operating Officer · CHRO
Runs in: Risk and HR · ERP
Measured on: Required skill coverage and unfilled shifts

Authorised · Logged · Reversible

When you fill a shift at 5am, who checks the rules?

Every fill option was checked against availability, competency, hours, fatigue and cost, and where none was compliant, we said so with the rule named.

Business outcomes

Compliance checked at 5am, at the moment the decision is actually made
The binding constraint named, which turns an escalation into a decision
Non-compliant options disclosed with the rule and the liability, so a forced choice is at least a knowing one
Employees contacted through approved preference rules, not by who is easiest to reach
Every fill carrying its compliance evidence, which turns a roster into evidence of rule compliance

Measured on

Required skill coverage and unfilled shifts
Award and fatigue compliance breaches
Overtime, agency and short-notice cost
Fairness, fatigue and employee-acceptance indicators

What SHIRA does alone, and what stays with your team

SHIRA reports to the Chief Operating Officer · CHRO. Anything outside the agreed boundary goes to manager or HR authority, operations leadership or workforce planning, with the evidence attached.

Authority, and yoursPXN-H2R-005

Does this aloneConverts demand to coverage · detects gaps · identifies compliant candidates · calculates cost · logs compliance evidence

RecommendsRanked fill options and roster repairs, with rule status, binding constraint and cost stated

EscalatesForced overtime, protected-condition impact, disputed availability and exception to an agreement → a manager or HR authority · Where no compliant fill exists → the coordinator, with each breach named and quantified · Safety-critical coverage gaps → operations leadership immediately · Recurring structural gaps → workforce planning, as an establishment question

Skills and the workday

SHIRA prepares the roster, detects coverage gaps, identifies compliant candidates, calculates cost per option, proposes shifts and swaps, requests employee response through approved preference rules, updates the approved schedule on decision, notifies stakeholders, logs compliance evidence, tracks overtime, fairness and fulfilment.

Converts workload forecast into required coverage
Matches eligible and available employees
Verifies skill and certification currency
Validates award, contract and fatigue rules
Optimises fairness and cost with transparent criteria
Identifies and explains the binding constraint

The other digital coworkers in Hire to Retire

Each role in the chain understands the work either side of it. See how Hire to Retire runs end to end.