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- Background Checks
- Who it's for
- Multi-location employers
Multi-location employers
A business with several offices or remote locations needs a consistent way to describe each opening and the person who eventually fills it. The requisition links a position to a department, location, hiring manager and recruiter. The employee record later keeps those same organizational relationships current. Local teams can work their openings while HR Business Partner checks the overall people register.
How Background Checks is set up for you
Hiring by location
Give each requisition its intended location and target start date. Recruiter can follow applications for that opening without confusing it with another office's vacancy.
Position continuity
A position can remain in the organization when one employee leaves. Employment history preserves the dated person changes while the seat and reporting line remain available for the next hire.
Remote starts
Onboarding tasks can be assigned across IT, Payroll, HR and Manager categories. The receiving employee and due date matter more than the office listed on the requisition.
Pay context
Payroll calendars and locations carry country and entity context. Payroll Admin should check the employee's calendar before preparing a run for a new location.
A business with several offices or remote locations needs a consistent way to describe each opening and the person who eventually fills it. The requisition links a position to a department, location, hiring manager and recruiter. The employee record later keeps those same organizational relationships current. Local teams can work their openings while HR Business Partner checks the overall people register.
Start with one department and two locations. Load the positions, job titles and reporting relationships those openings require. Open one requisition per position, then take one candidate through interviews, offer and onboarding. Check the Employees page after the hire to confirm the department distribution and employee detail agree with the underlying record.
Next, rehearse a transfer between the two locations. HR Business Partner records the effective event and updates the employee's current position or location. Payroll Admin checks the pay calendar and jurisdiction implications before the next run. Keep the old employment event available for review. The first rollout should establish who owns location changes and how the hiring manager reports a mismatch.
Features to start with
Roles on the team
- Hiring Manager
- Read-only visibility into requisitions and the hiring pipeline.
- Recruiter
- Record entry across the hiring pipeline; read-only on employees.
- Payroll Admin
- Record entry on payroll and tax tables; read-only on employees, benefits, leave and timesheets.
- HR Business Partner
- Record entry on people and performance tables; read-only on pay and benefits.
- Admin
- Superuser: full record CRUD on all 33 HRMS tables, plus every view, report and app setting.
Set up Background Checks your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.