Organization & positions
Keep reporting lines, position capacity and employee assignments aligned as the organization changes.
StatusPlannedOpen
Give the organization a consistent structure
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.
DepartmentTreeOrgDirectory
| Department | Manager Tree | Headcount | As Of |
|---|---|---|---|
| DPR-120 | MT-623 | 35 | 25 Sep |
| DPR-140 | MT-104 | 34 | 24 Sep |
| DPR-150 | MT-525 | 15 | 11 Sep |
| DPR-130 | MT-912 | 23 | 08 Sep |
| DPR-140 | MT-922 | 13 | 27 Sep |
| DPR-150 | MT-381 | 9 | 13 Sep |
Plan capacity in whole seats
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.
| Position information | Operating meaning |
|---|---|
| Approved capacity | Seats available within the effective plan |
| Current occupancy | Assignments already in effect |
| Future reservation | Approved assignment not yet effective |
| Vacancy episode | A particular seat’s opening and eventual outcome |
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.
LocationHeadcountComplete
| Location | Country Code | Headcount | Department Count | As Of |
|---|---|---|---|---|
| LCT-110 | CC-245 | 1 | 25 | 09 Sep |
| LCT-110 | CC-994 | 39 | 11 | 14 Sep |
| LCT-130 | CC-207 | 37 | 11 | 26 Sep |
| LCT-130 | CC-689 | 6 | 3 | 15 Sep |
| LCT-130 | CC-643 | 5 | 12 | 29 Sep |
| LCT-110 | CC-874 | 23 | 11 | 10 Sep |
Move people without losing the earlier organization
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.
Understand vacancies and reporting spans
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.
Revisit the organization at a stated date
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.
Modules
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Employee records
Keep employee information current, give people useful self-service and protect their private details.
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Organization & positions
Keep reporting lines, position capacity and employee assignments aligned as the organization changes.
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Employee changes
Review employee changes, apply them on the right date and preserve the history behind every decision.
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Leave management
Calculate leave from each person's work pattern and keep requests, approvals and balances in agreement.
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Onboarding & offboarding
Coordinate the practical work around an employee's arrival, move or departure and verify what is complete.
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Documents & policies
Keep required employee evidence and policy acknowledgments current, with access matched to the information.
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HR reporting
Understand your workforce with clear reporting periods, effective history and protected employee information.
Reports
All reportsTime-to-Fill
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.
Roles and permissions
The HR Manager/HRBP domain role owns employee lifecycle, organization, policy and protected HR work within explicit employer/department grants.
Prepares delegated employee work and coordinates documents, tasks and acknowledgments without applying protected lifecycle decisions.
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.
Related processes
Employee onboarding
Prepare a complete employee record, coordinate the work and confirm readiness before employment starts.
5 stages · 2 approvals
Employee change
Review promotions, transfers and employment changes with a clear effective date and complete history.
6 stages · 1 approval
Employee offboarding
Coordinate an employee's departure, end access at the right boundary and resolve outstanding work.
6 stages · 2 approvals