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- Core HR
- Who it's for
- Manufacturing teams
Manufacturing teams
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.
How Core HR is set up for you
Prepare a new employee's first day
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.
Preserve position capacity
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.
Calculate leave from the actual schedule
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.
Keep sensitive information appropriately restricted
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.
Finish leaving tasks with evidence
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.
Features to start with
Organization & positions
Keep reporting lines, position capacity and employee assignments aligned as the organization changes.
Employee changes
Review employee changes, apply them on the right date and preserve the history behind every decision.
Employee records
Keep employee information current, give people useful self-service and protect their private details.
Roles on the team
- Manager
- An explicitly granted Manager role operates within the current cycle-safe direct/indirect reporting tree; a Manager pointer alone is not authorization.
- HR Specialist
- Prepares delegated employee work and coordinates documents, tasks and acknowledgments without applying protected lifecycle decisions.
- Employee
- 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.
Set up Core HR your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.