Coordinate employee records and local HR policies across your locations.
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.
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.
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.
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.
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.
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.
Follow the right document obligations
Know which organization applies today · Give local teams the right access · Understand the whole organization
Use the correct leave basis
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.
Calculate leave from each person's work pattern and keep requests, approvals and balances in agreement.
Review employee changes, apply them on the right date and preserve the history behind every decision.
Keep required employee evidence and policy acknowledgments current, with access matched to the information.
Keep reporting lines, position capacity and employee assignments aligned as the organization changes.
Coordinate the practical work around an employee's arrival, move or departure and verify what is complete.
Keep employee information current, give people useful self-service and protect their private details.
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.
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.
Direct employed-report count for each eligible employed manager at cutoff, with separate indirect descendants and effective reviewed target bands. Future/ended employees, vacant capacity and duplicate traversal do not inflate counts. Cycle/self-manager violations block publication; peer directory exposes only the safe name/title/tree projection, while restricted small-group reporting follows HR purpose rules.
Employee 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.
