Keep employee records, leave and joining or leaving work organized across your workforce.
Manufacturers need dependable employee information across plants, offices and support teams, even when production, timekeeping and payroll run elsewhere. Core HR specifies the employee foundation: identity, organization, effective position assignments, leave, documents and joining or leaving tasks. Its calendars support leave-day calculation; they do not add shift scheduling, attendance capture or production staffing.
Bring the proposed employment, position and start date into one reviewed change. Coordinate required HR, manager, IT and Facilities tasks with clear assignees. Keep required evidence visible, including actual provider outcomes where needed, before independent readiness confirmation.
Use approved whole-seat capacity and dated assignments for hires and transfers. Concurrent future reservations must fit the same interval without overfilling it. A partly occupied position and a fully occupied one have different availability; reducing capacity cannot silently displace an employee.
Use the effective work pattern and holiday calendar for each date. A full scheduled day counts as one day; partial absence uses the scheduled-hours basis. Keep actual use, unused reservations and corrections separate so a cancellation does not erase absence already taken.
Team managers can coordinate operational absence and task status without broad access to identity, medical or tax files. Required document status follows configured rules and reviewed evidence. The record does not itself certify an employee's legal eligibility or establish a safety qualification.
Apply the approved separation at its effective boundary and revoke internal employee or manager access. Track equipment and external account outcomes separately. A request sent to another system is still outstanding until the required result is known or an explicitly permitted independent waiver is recorded.
Prepare a new employee's first day · Keep sensitive information appropriately restricted · Finish leaving tasks with evidence
Preserve position capacity
Calculate leave from the actual schedule
Same records, same gates. The configuration changes how the process runs for this team.
Admin is configured as a role at rollout; the spec has no matrix column for it yet.
Uses the authenticated self-service identity and narrowly assigned tasks; peer directory visibility contains only names, titles and manager relationships. Manager tree access is calculated at request time from applied effective assignments and valid grants. It is cycle-safe, restricted by employer and allowed scope, and does not bypass document/field classification on joins, notifications, exports, snapshots or private-object retrieval. Services have named action scopes and cannot supply a human decision. A grant can reduce/temporarily delegate allowed preparation but cannot invent a role or bypass actual-person conflict checks.
An explicitly granted Manager role operates within the current cycle-safe direct/indirect reporting tree; a Manager pointer alone is not authorization.
Prepares delegated employee work and coordinates documents, tasks and acknowledgments without applying protected lifecycle decisions.
The HR Manager/HRBP domain role owns employee lifecycle, organization, policy and protected HR work within explicit employer/department grants.
Understand your workforce with clear reporting periods, effective history and protected employee information.
Coordinate the practical work around an employee's arrival, move or departure and verify what is complete.
Calculate leave from each person's work pattern and keep requests, approvals and balances in agreement.
Keep employee information current, give people useful self-service and protect their private details.
Review employee changes, apply them on the right date and preserve the history behind every decision.
Keep reporting lines, position capacity and employee assignments aligned as the organization changes.
Keep required employee evidence and policy acknowledgments current, with access matched to the information.
Within a disclosed leave year/type/entity day-unit basis, reconcile posted earned and carry-in amounts, taken, unconsumed reservations, corrections, expiry and available/advance authority. Show actual used days separately from future commitments; never sum the same closed-year carryout and new-year carry-in as newly earned leave. No medical inference or universal statutory/sick-leave norm; any operational comparison policy is reviewed and privacy-limited.
Current configured DocumentAssignments and PolicyAssignments missing/pending/expired/revoked/overdue evidence, with exact requirement/version, permitted owner and due date. Waived/superseded/no-longer-applicable obligations remain traceable and do not count as missing current evidence. This measures recordkeeping against configured rules; it is not a legal compliance finding, completed filing or right-to-work certification.
Distinct people with applied Active/OnLeave employment at the exact entity-local cutoff, grouped by effective division/department/location/type and compared with the same cutoff three months earlier. Pending/future/unapplied starts, ended spells and vacant capacity are separate; seat reservations never count as employed people. Frozen OrgChartSnapshots identify full membership/dimensions and late-data successor versions.
Click Start now, then use Proto to configure Core HR for your business. Set up your workflows, import your data and invite your team.
Related questionEmployee records, organization and primary positions, effective employment changes, day-based leave, joining and leaving tasks, documents, policy acknowledgments and HR reporting. It is a focused foundation for everyday HR work, with configured handoffs to adjacent systems.
Related questionPayroll calculation, tax, payment and final-pay approval remain with a separate payroll owner. Core HR can share approved employee changes and track the agreed handoff. An external pay-period calendar may support leave accrual dates without adding payroll processing.
Related questionRecruiting, offers, performance, compensation and learning administration are separate. Core HR starts from the approved hire information and manages the retained employee lifecycle. Position vacancy reporting measures seat occupancy rather than a recruiting funnel.
Related questionEmployees can use permitted self-service fields, maintain eligible own contacts and dependent details, request leave and acknowledge assigned policies. Legal identity, employer, manager, position, status and accepted balances require the appropriate protected HR action. Own document access follows the configured visibility rule.
Related questionOperational information for the current eligible team, such as work contact details, reporting relationships, absence dates and relevant task status. Medical reasons, identity or tax files, home addresses and family information are separately protected. Reassignment or expired access changes what the manager can retrieve.
Related questionAn independent HR Manager reviews the exact hire proposal and dated position. First-day readiness is another HR Manager decision against required evidence. Actual commencement and the approved date also control activation; reaching the calendar date alone does not invent an employee start or account outcome.
Related questionYes, the specification preserves dated employment spells and assignments. Future changes do not alter today’s headcount early. Rehire uses the validated person identity with a new spell, retaining the earlier separation and history. Current access is reauthorized rather than copied automatically from the former employment.
Related questionSubmission reserves the calculated daily portions. Approval leaves that reservation in place. Actual use moves the same fraction from pending to taken once; cancellation releases only unused portions. Policies define schedules, accrual, carryover, expiry and any finite advance authority, including cross-year allocations.
Related questionThey provide configured recordkeeping evidence. Requirements, versions, reviewer evidence and expiry determine the recorded status. A copy on file or a missing-evidence report is not a legal eligibility conclusion, completed filing or certification. Sensitive copies and their retention need the appropriate access and policy review.
Related questionOrdinary manual work has no per-user fee. Metered machine work, retained data beyond the included allowances, agent execution and model usage follow the rate card. Implementation is separate. See pricing for the complete operation rates, credit packs and model-fee treatment.
Related questionKeep employee information and HR work aligned as teams and assignments change.
Coordinate employee records and local HR policies across your locations.
Keep employee records, leave and joining or leaving work organized across your workforce.
Maintain a clear employee foundation as your organization grows and changes.
