One intelligent platform for people, progress, and workplace insight.
Humanova connects employee check-ins, confidential support, learning, workforce operations, and role-based analytics so organisations can understand their people earlier, respond more effectively, and measure progress over time.
From everyday employee signals to meaningful organisational action.
Humanova brings together the information, support, and workflows that are often spread across separate wellness, learning, coaching, engagement, and HR systems.
Listen
Employees check in, reflect, learn, participate, and access support through simple experiences.
Understand
Approved signals are organised into role-based trends, scores, and contextual insights.
Support
Employees receive relevant resources, coaching, sessions, learning, and guided actions.
Act
Managers and HR teams receive practical next steps and organisation-level priorities.
Measure
Teams track participation, wellbeing, engagement, learning, and progress over time.
One platform. The right experience for every role.
Employees use a mobile-first experience, while managers, HR teams, administrators, and leadership access web dashboards aligned to their responsibilities.
A private space to check in, learn, connect, and receive support.
Employees can reflect on how they feel, access coaching and resources, join sessions, complete learning activities, view their own progress, and engage with approved workplace programmes.
- Quick mood and reflection check-ins
- Confidential coaching and support access
- Learning, events, and personal progress
- Clear control over personal information
Everything needed to support, understand, and strengthen the workforce.
The platform can be configured around each organisation's priorities. Modules should be enabled only where they fit the approved implementation.
Listen early and connect people to the right support.
Continuous, privacy-conscious experiences that help employees reflect and access support before challenges become more difficult.
Nova Selfie
A lightweight wellbeing check-in for personal awareness and approved trend analysis.
Nova Reflections
Guided prompts that help employees pause, reflect, and identify personal patterns.
1:1 Sessions
Confidential access to qualified coaches, counsellors, and support professionals.
Group Sessions
Structured sessions for resilience, leadership, communication, and shared wellbeing topics.
Support Channels
Private routes to ask for help, explore options, and connect with approved services.
Content Library
Articles, videos, podcasts, exercises, and practical wellbeing content.
A clearer view of workforce health and readiness.
The NOVA Score brings approved platform signals into a consistent framework so people can understand progress at the level appropriate to their role.
- Configurable dimensions and organisation-approved weighting
- Trends, date ranges, and context—not isolated labels
- Minimum-data thresholds for team and organisation views
- Contextual recommendations rather than employee judgement
The NOVA Score is not a medical or psychological diagnosis and should not be used alone for disciplinary, compensation, promotion, termination, or selection decisions.
A practical cycle from onboarding to measurable improvement.
Configure the platform around your workforce.
Select approved modules, user roles, departments, privacy settings, programmes, content, and integration requirements.
Modules and permissions
Designed to support people without turning wellbeing into surveillance.
Sensitive employee experiences require clear boundaries. Humanova should make access controls, confidentiality, aggregation, and responsible data use visible throughout the product and website.
Managers can see
- •Team-level trends
- •Participation summaries
- •Approved operational patterns
- •Recommended actions
Managers cannot see
- •Private reflection text
- •Counselling notes
- •Confidential chat content
- •Restricted personal information
Access by responsibility
Employees, managers, HR, administrators, and leadership receive only the information appropriate to their role.
Aggregation before exposure
Team and organisation insight should use minimum-data thresholds and avoid identifying individuals through small groups.
Organisation-level governance
Permissions, enabled modules, data sources, retention, and programme access can be configured and reviewed.
Claims that can be verified
Security certifications, standards, and integrations should be published only when current, implemented, and approved.
Built around real workforce challenges.
Identify emerging burnout risk
Combine participation, wellbeing trends, workload context, and support access to help HR plan earlier interventions.
Explore this use caseStrengthen leadership capability
Connect coaching, learning, reflections, group programmes, and manager action prompts in one journey.
Explore this use caseImprove engagement across locations
Track participation and sentiment across distributed teams while maintaining privacy and local relevance.
Explore this use caseSupport frontline and shift teams
Bring together shift patterns, attendance context, check-ins, support, and team-level action where enabled.
Explore this use caseMeasure programme outcomes
Move beyond attendance counts by tracking participation, follow-through, feedback, and improvement indicators.
Explore this use caseBuild AI and future readiness
Combine capability pathways, assessments, learning activity, reflections, and role-based reporting.
Explore this use caseMeasure participation, progress, and people outcomes—not just platform usage.
Check-ins, sessions, learning, events, and programme reach.
Changes in approved wellbeing indicators over time.
Participation, feedback, connection, and activity trends.
Recommended actions reviewed and completed by responsible teams.
Assignments, pathways, capability participation, and completion.
Leave, attendance, and shift patterns where modules are enabled.
Use proof that can be explained.
Every public outcome claim should have a clear source, date range, sample, and measurement method. Where proof is not yet approved, show the indicators the platform can track.
shown in this sample
Replace fragmented tools with one connected people platform.
| Capability | Fragmented approach | Humanova platform |
|---|---|---|
| Employee check-ins | Periodic surveys or separate apps | Continuous, configurable experiences connected to support and action |
| Support | Reactive and disconnected from wider context | Coaching, sessions, resources, and programmes within the same journey |
| Learning | Separate from wellbeing and engagement | Capability pathways connected to personal and organisational progress |
| Workforce operations | Viewed without people context | Approved attendance, leave, and shift patterns can be interpreted alongside other signals |
| Insights | Multiple reports with inconsistent definitions | Role-based dashboards, trends, contextual scores, and recommended actions |
| Privacy | Different rules across separate systems | Shared governance principles and clear visibility boundaries |
Clear answers for employees, HR, IT, and leadership.
This sample uses plain-language answers. Final security, compliance, integration, and AI claims should be reviewed before publication.
What is the Humanova platform?
+Humanova is a workplace wellbeing and workforce intelligence platform that connects employee check-ins, support, engagement, learning, operations, and role-based insights in one system.
Can managers see individual reflections?
+Is the NOVA Score an employee performance rating?
+Does the platform diagnose mental health conditions?
+Can the platform integrate with existing systems?
+How long does implementation take?
+See how Humanova can support your workforce.
Explore a role-based platform designed to connect employee wellbeing, engagement, learning, support, workforce operations, and actionable insight.