Take better care of your people.

1. Prepare

   Bring the employee details, proposed start and position together.

   Northfield Works Canada Ltd.ES-15317

   Prepare

2. Approve hire

   Review the planned employment and position before the next steps begin.

   Northfield Works Canada Ltd.ES-15317 · HR Manager

   Approve hireBy HR Manager
   ApprovalAn independent HR Manager reviews the exact hire proposal and dated position.

3. Onboard

   Coordinate the tasks, documents and information for a good first day.

   Northfield Works Canada Ltd.ES-15317

   Onboard

4. Confirm readiness

   Check the required evidence and resolve outstanding start requirements.

   Northfield Works Canada Ltd.ES-15317 · HR Manager

   Confirm readinessBy HR Manager
   ApprovalAn independent HR Manager checks the required start evidence and any permitted waivers.

5. Start

   Record the actual start and apply the approved employment at the right time.

   Northfield Works Canada Ltd.ES-15317

   Start

Start with Employee onboarding

Roles and permissions

1. 01Headcount

   Count distinct people with applied active or on-leave employment at the stated local cutoff. Group them by the organization that applied then. Keep pending starts, ended employment and vacant position capacity separate, and compare like-for-like historical cutoffs.

2. 02Turnover Rate

   Relate reviewed separation episodes to the time-weighted employed population over the same period. Preserve corrected events and subsequent rehires without erasing earlier separations. Missing or zero denominators remain unavailable; sensitive reasons and small groups have additional restrictions.

3. 03Time-to-Fill

   Measure a vacancy episode from opening to the actual effective assignment that filled it. An internal transfer uses its assignment date, not the transferee's first hire date. Show open, frozen and withdrawn episodes separately from completed fills.

4. 04Tenure Distribution

   Use current employment-spell tenure at the cutoff, with clear, nonoverlapping bands and historical organization dimensions. Earlier service and breaks remain in the history. The first-ever hire date is useful context but does not silently replace the stated tenure basis.

5. 05Leave Utilization

   Reconcile earned and carried-in days, actual use, future reservations, corrections, expiry and availability for the stated policy and year. Approval retains the reservation. Moving a day from reserved to taken does not spend it twice. Carrying unused days into another year does not make them newly earned in both years.

6. 06Compliance Gaps

   Find missing, pending, expired, revoked or overdue evidence against the configured document and policy requirements. Retain the exact requirement version, owner and due date. Superseded or no-longer-applicable obligations stay traceable without appearing as current missing evidence. The report supports recordkeeping follow-up; it does not certify eligibility, complete a filing or determine legal compliance.

7. 07Org Span-of-Control

   Show direct employed reports for each eligible manager, with indirect descendants separately identified. Vacancies, future starts and duplicate hierarchy traversal do not inflate the result. Invalid reporting cycles must be resolved before publication.

All reports and dashboards

See each stage in detail

1. Set the organization and access rules

   Confirm person and employee identifiers, employers, locations, departments, position capacity and reporting relationships. Resolve hierarchy cycles and competing current assignments. Decide which employee fields are self-service, which require HR review and who may retrieve each sensitive document class. Name the people who prepare and independently approve hires, lifecycle changes, policies and readiness. Configure actual account mappings and finite delegations. Managers need current operational team access; IT and Facilities participants need their assigned task information. Administrative access must not accidentally become unrestricted HR access.

2. Make employment dates and leave policies explicit

   Reconcile employment spells, future hires, planned moves and separations. An approved future assignment reserves dated capacity without changing current headcount. First-day activation also needs the required clearance and actual commencement evidence. Test a late start and a changed start date as well as the normal path. Agree day-based leave units, effective work schedules, holidays, policy precedence, accrual timing, finite advance authority and leave-year rules. Rehearse a request spanning a year or schedule change. Approval should preserve its reservation; partial use and cancellation should reconcile the exact remaining fractions. Carryover, expiry and corrected earnings need an accountable history.

3. Bring across the right history

   Map source people before importing their spells, hierarchy, seats and circular references. Then reconcile leave balances and reserved daily details, document versions, policy obligations, checklist evidence and external identifiers. Keep unresolved provider actions with their original identity. Use the agreed cutoff to distinguish historical evidence from new operational effects. Importing a past termination or completed checklist must not send another account request or final-pay notification. Opening leave buckets initialize once, with historical detail retained without spending or earning those days again.

4. Prove the handoffs and exceptions

   Test ordinary employee self-service and an independent HR approval, then test a self-approval attempt, a manager reassignment and a sensitive-file request. Verify future-effective changes, competing seat reservations, leave cancellation and document replacement. For offboarding, demonstrate actual access outcomes and the handling of required unresolved tasks. Agree which external system owns payroll, recruiting, benefits and account outcomes. Review the reconciled population and unresolved exceptions with the implementation owner before enabling new effects. Implementation is priced separately; the plan depends on the agreed scope, source quality and required connections rather than a fixed rollout duration.

Read the implementation plan