Underwrite this in hours and escalations, using your own numbers. Count the compliance questions your HR team fielded last month, the hours they burned answering the same ones repeatedly, and the outside-counsel invoices for questions that never needed a lawyer. That is the recurring bill this system is built to shrink. The mechanism is routing: low-risk questions auto-resolve in minutes with a citation and a link to your own manual, medium-risk ones reach your compliance officer with the context already assembled, and only the genuinely hard ones reach counsel. Set the targets as stated assumptions before you sign - answers in minutes instead of days, a falling share of questions escalated, incident documentation completed with the right OSHA language the first time - then hold the system to them.
The return compounds as the knowledge base deepens. Every answer your compliance officer approves becomes precedent the system reuses, so the share of questions that auto-resolve grows month over month while the review queue shrinks. The dollars follow the mechanism: fewer counsel invoices for routine questions, less penalty exposure because superintendents stop guessing on classification, and an HR team that spends its week on workforce planning and safety training instead of repeating itself. And as guidance gets faster, field decisions stop waiting on it - the schedule benefit nobody budgets for.