Keep employee information and HR work aligned as teams and assignments change.
Consulting, accounting, engineering and other professional-services firms need a reliable employee record as teams grow and reporting relationships change. Core HR specifies the organization, employment history, leave and everyday follow-up behind that record. Client staffing, billable time, expenses and payroll remain with their respective systems, with agreed employee and organization references at each handoff.
Prepare the employee identity, planned position and proposed date together. Obtain independent hire approval, then coordinate the required documents, policies and tasks. First-day activation also needs the accepted readiness evidence and actual commencement; a scheduled date alone does not prove someone started.
Record promotions, transfers and manager changes with their effective dates. A future move leaves the current team intact until its boundary. Preserve prior assignments so historical headcount and organization reports do not change merely because today's manager or department changed.
Use the employee's effective schedule, holidays and policy to calculate daily portions. Keep approved future leave reserved, then distinguish actual use from cancellation. A manager can see the operational absence without receiving a sensitive medical reason or document.
Give employees permitted self-service fields and managers current team information. Separate access to identity, family and protected documents from broad employment visibility. A technical administrator or task participant does not automatically become an unrestricted HR reader.
Validate the person identity and create a new employment spell for a rehire. Preserve earlier service and separation records while independently confirming current access, position capacity and policy obligations. Do not merge people simply because their email addresses match.
Give new hires a coordinated start · Protect personal information
Keep reporting changes accountable · Retain useful history when people return
Make leave easier to explain
Same records, same gates. The configuration changes how the process runs for this team.
| Employee | Effective Date | From Department | From Manager | Separation Class |
|---|---|---|---|---|
| WC | 26 Aug | DPR-110 | DR | Voluntary |
| HE | 01 Sep | DPR-150 | VY | Involuntary |
| AH | 05 Sep | DPR-110 | TH | Retirement |
| FW | 08 Sep | DPR-140 | WV | EndOfContract |
| LL | 22 Aug | DPR-120 | SA | Other |
| XJ | 04 Sep | DPR-120 | ME | Voluntary |
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.
Review employee changes, apply them on the right date and preserve the history behind every decision.
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.
Keep employee information current, give people useful self-service and protect their private details.
Keep reporting lines, position capacity and employee assignments aligned as the organization changes.
Calculate leave from each person's work pattern and keep requests, approvals and balances in agreement.
Keep required employee evidence and policy acknowledgments current, with access matched to the information.
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.
Effective nonvoid separation episodes in a bounded interval, classified by reviewed SeparationClass, divided by time-weighted distinct employed headcount over that same interval times100. Rehire is another episode, not erasure of separation. Voluntary/involuntary/other populations and duplicate/corrected events reconcile; zero/incomplete denominator is unavailable. Regrettable is optional reviewed HR-only data, not inferred from leave or performance. Sensitive reasons and small-group slices require restricted purpose/thresholds.
Calendar days from each VacancyEpisodes.OpenedAt to the corresponding actual effective FilledAt, by frozen opening/fill department, job family and location. A transferred long-tenured employee fills the vacancy on the assignment date; original hire date is irrelevant. Open/frozen/withdrawn episodes are disclosed separately, with elapsed unresolved duration not mixed into completed averages. This reports seat occupancy, not recruiting funnel time.
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.
