Organization & positions

HR Manager prepares divisions, departments, locations, job titles, employment types and organizational cost-center references. Each belongs to its governed employer and country scope. The structure supports office, remote, field and hybrid locations without adding payroll costing or shift scheduling.

Reporting hierarchies reject self-reporting and circular chains. A department’s default cost center must agree with the center’s owning department where that relationship is defined. Position and employee assignments retain compatible employer, department, location and employment-type details.

• Maintain the job title and level independently of the person in a seat.
• Identify the position that a seat reports to.
• Preserve effective employer and location boundaries.
• Review changes before they alter occupied or reserved assignments.

A position can have approved capacity for more than one person. Its dated assignments provide the complete occupancy record; a single incumbent summary is used only when exactly one current person occupies it. Headcount capacity is expressed in whole seats, without implying fractional workforce costing.

Each employee has one primary whole-seat assignment for an effective interval. Approval reserves the relevant future capacity without counting that person as a current occupant. Concurrent hires or transfers check overlapping assignments and capacity atomically so the same seat cannot be promised twice.

Frozen positions block new assignments while retaining their current occupants. Retirement requires reviewed handling of the position’s remaining occupancy and future reservations. A capacity reduction cannot leave more people assigned than the approved seats permit.

A transfer or promotion is a reviewed employee change with its own effective boundary. The old assignment ends as the new one begins, preserving the employee’s continuous history where appropriate. Employer changes require the corresponding employment-episode treatment rather than an unexplained replacement of the employer field.

Manager can request a change for an eligible team member. Independent HR Manager approval checks the exact proposal, current record versions and affected position capacity. Administrative configuration sign-off, where needed, is additional to that HR decision.

The resulting employment and position histories record the same effective event. A delayed integration acknowledgment cannot apply it again, and a backdated correction must reconcile later assignments before changing historical occupancy.

Open Positions shows approved planning and open-seat work within the viewer’s scope. Each opening or refill has a vacancy episode, so Time-to-Fill measures the actual episode from opening to assignment. An internal transferee’s original hire date cannot stand in for the date the seat was filled.

My Team follows the current cycle-safe reporting chain. A manager change, separation or expired access grant changes that scope at the applicable boundary. A historical manager relationship does not continue to authorize access after the relationship ends.

Org Span-of-Control distinguishes direct-report counts from indirect visibility. Configured target bands can guide review, with vacant seats and employed people kept separate. Core HR does not infer recruiting activity or create an applicant pipeline from an open position.

Org Chart by Department and Headcount by Location use defined reporting projections. Frozen organization snapshots retain the complete included population, effective dimensions and source versions. Current master edits cannot rewrite the structure shown in an earlier snapshot.

Directory access exposes permitted names, titles and reporting relationships. Restricted HR snapshots carry their own access classification, including protected historical dimensions. A file locator or saved export does not bypass the same access checks.

Headcount counts distinct employed people at its cutoff, including eligible leave-of-absence states. Future hires and position reservations remain separate from that total. The snapshot’s coverage and effective time explain the difference between a staffing plan and actual employment.