Employee change

Step by step

1. Request change Manager or HR Manager

   Manager requests an eligible team promotion, transfer or reporting-line change; HR Manager initiates other protected lifecycle work within scope. Capture the intended outcome, effective date and supporting evidence. Current team visibility permits preparation of a request, without granting the requester authority to edit an employee’s accepted position or employment status.

   • Capture the proposed change within current scope
   • Updates HR changes, Employees, Access grants

2. Prepare revision HR Manager or HR Specialist

   HR Manager prepares the complete before-and-after proposal. HR Specialist may prepare authorized employee details under a live delegation. Resolve the employer, position, manager and dated capacity together. Cross-entity movement closes one employer spell and opens its linked successor; it does not calculate a payroll transfer or infer a new external entitlement.

   • Resolve the complete dated proposal
   • Updates HR changes, Employment spells, Position assignments, Positions

3. Approve change HR Manager

   A different eligible HR Manager reviews the exact revision and effective boundary, excluding its preparer, material editors and applicable subject conflict. The decision checks compatible organization, capacity, leave and access consequences. Additional technical approval may be required by configuration; changing roles or obtaining a delegation cannot turn self-review into independence.

   • Decide the exact content and effective boundary
   • Updates Approval decisions, HR changes
   ApprovalA person approves before the work moves on.

4. Schedule HR Manager

   HR Manager schedules the accepted revision while current employee information remains unchanged. Approved incoming positions reserve the relevant interval. A subsequent conflicting move, changed content or stale record version pauses application for renewed review. Any affected leave allocation is reconciled through its own required calculation and approval before the move takes effect.

   • Reserve future scope and reconcile affected commitments
   • Updates HR changes, Position assignments, Leave requests

5. Apply HR Manager

   HR Manager applies only the current authorized revision at its effective boundary. Close and open the appropriate employment and position intervals, preserve the actual actor and write linked history once. Leave of absence keeps employment and position occupancy; an evidenced return restores active work only within an employment spell that has not ended.

   • Apply the approved intervals and retain history
   • Updates Employment history, Position history, Employment spells, Employees

6. Reconcile HR Manager

   HR Manager reviews the resulting organization and downstream work. Reassign pending approvals and direct reports through the approved transition, or retain a visible HR exception when no successor is ready. Provider requests keep their original identity until their outcome is known. Backdated corrections preserve previous events and recompute affected periods through a reviewed change.

   • Reconcile current access, provider work and affected reporting
   • Updates Access grants, Integration events, Org chart snapshots

Manager

Requests eligible team changes.

HR Specialist

Prepares explicitly delegated information.

HR Manager

Prepares or independently approves protected changes and controls their application.

Admin

Supplies any additional technical review.

Employee

Can submit permitted personal updates without gaining lifecycle approval authority.