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- Core HR
- Who it's for
- Multi-location businesses
Multi-location businesses
Businesses with several offices, branches or operating locations need consistent employee information without treating every local policy as identical. Core HR specifies employer and organization records, effective assignments, day-based leave and protected HR work. Local policy configuration and external provider responsibilities remain explicit, so a shared system does not imply one universal rule for every employee.
How Core HR is set up for you
Know which organization applies today
Keep the employee’s current employer, location, department, position and manager consistent with the accepted assignment. Approved future moves reserve the appropriate dated capacity without changing current headcount early. Cross-employer changes preserve linked service history and a clear boundary.
Use the correct leave basis
Resolve the applicable schedule, holiday calendar and reviewed policy for each date. A request crossing a year or an accepted location change needs the appropriate daily allocation. Missing or equally conflicting rules must be resolved before the request is submitted.
Give local teams the right access
Managers see current operational information for their eligible reporting tree. HR work follows employer, subject and purpose grants. A move or expired delegation changes current access; an old report or snapshot does not restore a former manager’s access to personal information.
Follow the right document obligations
Assign the configured requirement and exact version to the employee who needs it. Track reviewed evidence and expiry without treating a file upload as legal certification. Managers receive only approved neutral status or reminders, while protected content remains separately controlled.
Understand the whole organization
Compare headcount at consistent cutoffs using the organization that applied then. Keep pending hires, employees on leave, ended employment and vacant capacity distinct. Review source coverage and small-group restrictions before sharing an analytical result across locations.
Features to start with
Organization & positions
Keep reporting lines, position capacity and employee assignments aligned as the organization changes.
Employee records
Keep employee information current, give people useful self-service and protect their private details.
Employee changes
Review employee changes, apply them on the right date and preserve the history behind every decision.
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.