For HR Leaders

You get one shot at execution day.

By the time it arrives, every conversation is planned, every document is reviewed, and every manager knows exactly what to say. People Plan runs the whole process so the day runs itself.

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Sound familiar?

Coordinating Legal, Finance, and managers over email threads with no single record

Finding out about an adverse impact exposure after the list is already in Finance's hands

Running execution day as a managed crisis: tracking who got their conversation, chasing managers, waiting for something to go wrong

Chasing managers who haven't submitted their assessments and stopped responding to emails

Drafting termination scripts, WARN notices, and severance letters from scratch, every time

Getting a demand letter eight months later with no clear record of how decisions were made

Workflow

Stop running a high-stakes process over email.

Role-based access means everyone has what they need, and access beyond that is yours to define. Managers submit structured input on their teams, Finance and counsel get the visibility the process calls for. Timestamped, auditable, nothing over email.

Structured manager assessments via secure link, timestamped and auditable

Submission tracking across all managers: extend, resend, or revoke any link

Formal approval flow with department-level breakdowns and sign-off gating

Pre-built 45-day coordination timeline anchored to your execution date

Manager submissions and approval workflow

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Org health

See what your selections break before you finalize them.

As you build the list, People Plan flags structural problems: leadership gaps, broken reporting chains, overloaded managers, and business risks like critical-system owners or client-facing departures. Each issue is severity-scored and addressable before you finalize.

Leadership gaps, broken chains, overloaded managers, and team eliminations detected automatically

Each structural issue has a resolution path: interim assignment, redistribution, or accepted risk

Critical system and certification gaps flagged when the last qualified person is on the list

Client relationship risks surfaced when account-facing roles are selected

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Document

Every document generated. Nothing drafted by hand.

Termination scripts, WARN notices, and OWBPA packets generated from your selections, not assembled from templates, and routed to outside counsel for review before anything reaches an employee.

Termination scripts generated per employee from actual selection data

WARN notices auto-drafted when federal or state thresholds are triggered

OWBPA disclosure packets with exact ages, decisional unit, and required periods

Complete package sent to counsel via secure token link to approve or request revisions before execution

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Ready to stop managing a RIF over email?

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Compliance

Every legal exposure, checked before you commit.

Every WARN jurisdiction, adverse impact exposure, and OWBPA requirement checked automatically as you build the list, not after it's locked.

All 15 WARN jurisdictions checked simultaneously: state-specific thresholds, notice periods, and part-time rules included

Adverse impact scored by EEO-1 job group as selections change; adjust before you're committed

OWBPA packets with exact ages, decisional unit, and required periods, generated from your data, not a template

Compliance preflight checklist before you execute: every blocker surfaced with justification required

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Execution day

Prepared before. Present during. Documented after.

Per-employee scripts tell every manager what to say and when. A live dashboard tracks each session as it happens. No calls, no guesswork, no finding out later that something went wrong.

Execution day dashboard showing completion counts and no-show follow-ups

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No manager walks in cold.

Every conversation has a script, a witness, a time, and a room before the day starts.

No finding out at lunch.

You watch every session complete in real time, and you know the moment one goes wrong.

Nothing drafted the night before.

Notices and scripts are generated, reviewed by counsel, and distributed before the first meeting.

Nothing you can’t defend.

Eight months from now, the record of who decided what, and when, is still intact.

Free resources

Manager termination script RIF severance checklist Post-RIF guide for the team that stays

One platform

Built for the whole table.

One plan, three seats. Finance models it, Legal defends it, HR runs it.

For Finance Leaders

Know the real cost before the CFO asks

Scenario comparison, severance and COBRA modeling, budget tracking, and approval gates.

See the Finance view

For Legal

Never be the last to know

Adverse impact analysis, legal flags, structured sign-off, and a tamper-proof audit trail.

See the Legal view

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One place to run the hardest process HR does.

Request access and walk into your next RIF with the plan already built.

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