Problem description

Before this solution:

• Return requests were handled via emails and PDF forms

• HR manually tracked deadlines

• Managers were informed late

• Employees were unsure what to do next

In regulated industries, this creates:

• Compliance risks

• Data gaps

• Operational delays

• Poor employee experience

The system lacked transparency and process structure.

The Challenge

To design a single, auditable SDHR workflow that works at scale, integrates with admin dashboards, and remains human-centered.

The Objective

Design a Return to Work Sub-Portal that:

• Guides employees step by step

• Automates eligibility and deadlines

• Provides real-time progress tracking

• Integrates with the HR admin dashboard

• Reduces manual HR work

The solution needed to be scalable, structured, and compliant.

Iteration 1 — Visibility First

Problem

Employees didn’t know:

• When they were eligible to return

• What actions were required

• How long the process would take

HR also lacked a clear overview of upcoming returns.

Solution

I designed a dashboard entry screen that shows:

• Return eligibility status

• Official return date

• Clear call to action

• Progress indicator (step-based process)

This created:

• Transparency

• Predictable structure

• Shared source of truth

This iteration focused on clarity and system states, not complex interaction.

Iteration 2 — Guided Workflow

Problem

Eligibility information was not enough. Employees needed guidance.

Solution

I created a structured multi-step flow:

1. Return Overview

2. Work Arrangement

3. Manager & Team

4. Readiness Check

5. Review & Submit

Each step:

• Collects structured data

• Updates the dashboard in real time

• Creates trackable system checkpoints

For employees:

• The process feels manageable

• Progress is visible

• The journey has a clear end

For HR admins:

• All returns are visible in one dashboard

• No need to chase forms

• Process status is transparent

Iteration 3 — Adding a Virtual Agent

Problem

Not every employee is ready to return immediately. Some need clarification.

Silence from employees creates uncertainty for HR planning.

Solution

I added a virtual agent interaction layer.

Instead of forcing a form, the system asks:

• “Are you returning?”

• “Do you have a question?”

• “Not yet?”

This simple interaction:

• Captures early intent

• Reduces HR inbox traffic

• Generates forecasting signals

• Improves workforce planning

This step made the system proactive, not reactive.

Iteration 4 — Admin Dashboard Integration

Problem

Not every employee is ready to return immediately. Some need clarification. Silence from employees creates uncertainty for HR planning.

Solution

I added a virtual agent interaction layer.

Instead of forcing a form, the system asks:

• “Are you returning?”

• “Do you have a question?”

• “Not yet?”

This simple interaction:

• Captures early intent

• Reduces HR inbox traffic

• Generates forecasting signals

• Improves workforce planning

This step made the system proactive, not reactive.

What I Learned

• Enterprise UX must balance empathy and system logic

• Admin dashboards require different thinking than user-facing flows

• Process design is as important as visual design

• Even regulated systems can feel human