Analyze compensation, pay transparency, and skill gaps with recommendations your HR, legal, and leadership teams can review, trace, and export.
Anna is exceeding expectations and sits below the P50 benchmark. OptHR recommends a manager review for market adjustment and retention risk.
OptHR does not just turn documents into charts. It reads the HR evidence, checks the relevant context, explains the assumptions, and gives managers a decision pack that can be reviewed and audited.
Upload PDFs, CSVs, role descriptions, compensation bands, performance notes, or HRIS exports. OptHR normalizes the material and keeps the source trail attached.
Choose compensation review or skill readiness. OptHR reads the case, states assumptions, compares the evidence, and explains the result before charts appear.
Open the executive summary, reasoning trace, charts, recommendation, and exports. Managers can act with context while legal can inspect the evidence trail.
Each analysis reads the source material, explains what matters, and turns the evidence into a concise manager-ready action.
Compares an employee or team with a target role, shows the readiness gap, and recommends the development actions with the highest business impact.
Checks salary position against internal bands, market benchmarks, performance context, and pay-equity risk so HR can decide whether to review, adjust, or document the case.
OptHR looks at the team before a manager approves an individual decision. It compares compensation distribution, pay gaps, performance signals, role levels, and skill readiness so HR can see where a salary review, promotion, development plan, or deeper check is actually needed.
Managers see the team as a decision group instead of a set of isolated employee records. That makes it easier to compare similar roles and spot cases that need attention.
OptHR shows salary distribution, benchmark position, pay-gap signals, and performance evidence in the same view so HR can separate justified differences from review risks.
Skill readiness is shown next to compensation and performance, so promotion, development, or learning recommendations are based on the role the person is actually moving toward.
The platform is the HR workspace. Integrations are how OptHR connects to your internal systems, assistant tools, and HR data sources.
Use the API to create analysis jobs, upload source documents, check status, and retrieve outputs from internal tools or approval flows.
MCP will let approved assistants call OptHR as a controlled tool while keeping source data, assumptions, and outputs traceable.
Connector work is on the roadmap so compensation, role, benchmark, and performance data can flow into OptHR with less manual upload.
Inputs, assumptions, steps, and outputs are structured so HR teams can inspect how an answer was produced.
The product direction is EU-first: data minimization, tenant isolation, and controlled evidence exports.
Each brief is written for practical review: what happened, why it matters, and what action to consider next.
See how OptHR turns compensation and skill data into a concise, traceable answer managers can actually use.