Every surface follows the permission
Screens, reports, exports, notifications, snapshots and private file retrieval apply the same current restrictions.
Roles and permissions
Give employees, managers and HR the access they need for their work.
Core HR separates everyday self-service, team coordination and HR decisions. Access follows the current person, employer and permitted purpose. Being listed as a manager, owning a task or administering the installation does not grant unrestricted access to employee information.
How permissions work
3 rulesAccess follows current responsibility
Historical records do not restore a former manager's access. Reassignment, separation and expired grants change current permissions even while an external account task remains unresolved.
Tasks have narrow scope
IT and Facilities participants receive access to their assigned checklist work without becoming broad HR readers.
The roles
HR Manager
The HR Manager/HRBP domain role owns employee lifecycle, organization, policy and protected HR work within explicit employer/department grants.
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.
A clear part for each person
- Employee. Maintain permitted personal details, request leave, review own balances and acknowledge assigned policy versions. Complete narrowly assigned tasks and maintain own emergency contacts and dependent details where permitted. Legal identity, employment status, managers, positions and accepted balances require the appropriate HR action.
- Manager. See the operational information needed for the current reporting team, request employee changes and review assigned eligible leave. Team coordination includes absence dates, appropriate checklist status and neutral document reminders. It does not expose medical reasons, identity or tax files, home addresses or family information.
- HR Specialist. Prepare delegated hire and profile work, coordinate joining and leaving tasks, and follow up on documents and acknowledgments. Sensitive document work requires the assigned class and purpose. Preparation and factual evidence do not replace the HR Manager’s protected decisions.
- HR Manager. Own employee lifecycle, organization, policies and protected HR decisions within explicit scope. This role includes the HRBP concept. An approver must be independent of the preparer, material editors and relevant subject conflicts. Detailed personal information still requires the applicable class, subject and purpose grant.
- Admin. Configure identity, integration and technical settings. Additional technical activation may accompany a domain decision where configured. Admin is not an automatic HR approver or unrestricted reader of employee files; exceptional support access is separately authorized, limited and logged.
Keep decisions independent
Hire approval and first-day readiness are separate HR Manager decisions. The first accepts the proposed employment and dated position; the second checks the required start evidence. The person who materially prepared a change cannot approve it by switching roles or using a delegation.
Ordinary leave may be reviewed by the assigned Manager under the approved policy. Escalated requests and corrections use the required HR Manager authority. Approval does not change the reserved day balance; actual use, cancellation and correction each have their own traceable effect.