Key takeaways
What we covered
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00:00
Welcome and agenda
Why agentic AI is a now conversation, not a future one.
03:04
Meet Ioni Mendoza
Three decades in HR, and the human layer AI needs.
04:06
The landscape
Adoption forecasts, and the compounding cost of waiting.
06:08
What agentic AI is
A smart intern versus an experienced recruiting coordinator.
11:15
How it fits your tech ecosystem
A smart layer on top of HR, finance, IT and other systems.
13:19
Use cases: recruitment and onboarding
Faster shortlisting and onboarding that adapts to each new hire.
15:21
Use case: performance management
Less chasing, fewer spreadsheets and flagged outliers.
17:25
Use case: employee self-service
Sick-leave questions answered and actioned, even in Filipino.
18:25
Use case: workforce intelligence
Connecting leave, overtime and span of control before people burn out.
21:29
Three governance questions
Accountability, human in the loop, and clean data.
24:35
Common traps and how to avoid them
From full autonomy too early to missing data agreements.
28:40
Agentic AI versus RPA
Learning and adapting versus fixed rules.
29:41
Your HRIS is the foundation
Why an HRIS decision is now an AI-readiness decision.
31:44
Q&A with Ioni
Jobs, privacy, getting started and candidate fraud.
39:58
AI is only as good as its data
Manolo Garcia-Ramos on building foundation and intelligence together.
43:04
Meet Lexi
Lexi Insights, Smart Navigator and Super Agent.
46:10
Lexi in recruitment
Parsing CVs, scoring candidates and scheduling interviews.
49:14
Finding recruitment bottlenecks
Offer-stage and acceptance rates, and candidates waiting too long.
50:14
Which teams carry the overtime?
An answer for the CFO in seconds, not days.
53:20
What is the AI built on?
Domain expertise and your own data, not a generic model.
55:22
About Amorsolo Consulting
Advisory, fractional HR and an upcoming HR foundation playbook.
60:58
Audience Q&A
Languages, salary benchmarking, data agreements and Lexi versus ChatGPT.
Q&A highlights
No. It takes over the repetitive work so HR can grow its data literacy, co-lead AI governance with legal, IT and finance, and handle the sensitive people issues and negotiations nobody wants to leave to AI.
Stay compliant with the Philippines' Data Privacy Act and National Privacy Commission circulars, make sure your vendor is compliant too, and back it with your own internal policies.
Be honest about whether your data is clean and your policies and workflows are in place. Pilot it in one workflow, usually recruitment, and build the ROI case to win sponsorship from leadership.
Typically 8 to 12 weeks, depending on the complexity of your operation. A strong data foundation makes it quicker; fragmented data takes longer.
Keep a background-check step in your workflow. Do not rely on AI to decide alone; identify where a human or specialist check has to step in.
Yes. Lexi is multilingual and works in Filipino and Tagalog, as well as Bisaya and Hiligaynon. The team has tested Kapampangan too.
Connecting to external data sources to compare salary competitiveness is on the PeoplesHR product roadmap.
You can explore and plan on solid fundamentals, but deployment always needs a data processing agreement and employee consent under the law.
ChatGPT knows nothing about your organization beyond the files you give it. Lexi answers from your own payroll, attendance and headcount data, and keeps that knowledge when people leave. Don't feed employee data into public AI tools.
Resources from the session
TOOL · ROI
PeoplesHR ROI Calculator
Build the business case for HR automation and AI before you pitch it to leadership.
See Lexi work on your own HR data
Watch the full session, or book a personalized walkthrough of Lexi Insights, Smart Navigator and Super Agent.
