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- Core HR
- Who it's for
- Professional services
Professional services
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.
How Core HR is set up for you
Give new hires a coordinated start
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.
Keep reporting changes accountable
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.
Make leave easier to explain
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.
Protect personal information
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.
Retain useful history when people return
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.
Features to start with
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.
Organization & positions
Keep reporting lines, position capacity and employee assignments aligned as the organization changes.
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.