How do we use employee profiles to personalise answers without overexposing data?

Personalisation comes from HRIS-backed attributes and roles—balance helpful defaults with least data exposure.

Harriet can tailor answers using who someone is (location, role, manager chain) when your directory or HRIS is connected and fields are accurate.

What personalisation is good for

Local policy routing (“your country’s public holiday list”).
Role-appropriate guidance (new joiner vs people manager vs HR).
Factual employee-specific questions the employee is allowed to know (“Who is my manager?”).

What to avoid

Surfacing salary, health, or disciplinary details to the wrong person—even if the data exists in the HRIS.
Letting broad assistant access override manager–employee confidentiality norms.

Example

An employee in Toronto asks about stat holidays; Harriet uses location from their profile to cite the Ontario-relevant summary without the employee naming their province.

Guardrails

Fix bad HRIS data before blaming Harriet; wrong department or country leads to wrong answers.
Work with IT on role design and analytics scoping so HR partners only query populations they should see.