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- Core HR
- Implementation
How a Core HR rollout works
Start with the employers, employee groups and everyday HR work you want to support. Agree scope, responsibilities and acceptance evidence before enabling operational changes.
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.
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.
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.
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.
What the customer provides
Provide source employee and organization records, dated history, policy owners, leave-year balances and reserved daily details. Include document requirements, checklist templates, current provider identifiers and unresolved outcomes. Name the people who can verify the source and independently accept the configured actions.
Changing it afterwards
Use Proto to prepare application changes on a branch for review before release. Version policy, schema and integration changes with their migration and acceptance cases. Recheck affected history, permissions, balances and provider outcomes before the updated configuration handles operational work.
Set up Core HR your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.