Hiring, onboarding and answering the same policy question for the two-hundredth time.
Take the open-text answers from an engagement survey or a set of exit conversations, cluster them into recurring themes with the actual quotes kept underneath, and give managers the themes instead of a thousand comments nobody opens.
Offer a shortlisted candidate the panel's genuinely free slots, hold the booking against every calendar involved, and send the confirmation, reschedule and reminder that follow, so a coordinator stops being the queue between a shortlist and a first conversation.
Read every CV and application against the criteria written for the role, return a score or a shortlist with the reason attached to each, and leave the hiring call with a person who can see that reason and overturn it.
Turn the procedures a team already follows into short modules aimed at one role, and use the organisation's own record of who does what to decide who gets offered which module, with the reason for the offer visible to the person receiving it.