People and positions

Employment history records a Termination and a later Rehire as dated events for the same employee. The employee record retains the person identifier, current status, position and manager. When a worker leaves and returns, HR Business Partner (HRBP) can check the earlier event before updating the assignment. The position links a job title, department and location, so a changed workplace can be checked without losing the prior worker history.

• Starting record. Open the linked employee or transaction and verify its identifier and effective date.
• Decision owner. Give the record to the configured role that can review or update it.
• Next action. Keep the receiving record visible until its status and date reflect the completed work.

The HR Business Partner (HRBP) uses the employee identifier to reconcile a prior termination with the new effective date. Position links the job title, department, location and pay grade; the employee record holds the current manager and payroll calendar. Check those links before changing an employee from Rehireable to Active. employment history keeps the dated Rehire event and earlier Termination event visible.

Choose who maintains position and manager changes, when an employment event takes effect, and how HR verifies the prior employee before a return. Confirm who may see salary and national identity information. Start with one representative employee and one real operating cycle. Name the person who checks the result and the person who is allowed to change it. Decide when a handoff is complete and what information the receiving team needs.

These agreements make a status meaningful in daily work. If the team cannot tell who receives the next action, assign the owner before adding more records. Review access with a normal user for each role, especially where a worker’s personal or pay information appears. Keep a correction path for an incorrect date or reference so the next cycle does not inherit the mistake.

The HR Business Partner (HRBP) checks the existing employee, dated history and intended position. A Rehire event is recorded against that employee, with a new effective date. The team checks that the earlier termination remains visible and the current position is the one the worker will fill. Ask the receiving role to find the linked record in its normal worklist. Compare the employee, owner, date and status with the starting record. If one link is wrong, correct it and repeat the check before the next decision.

A return case needs more than a changed status. Compare the prior employee identifier, the termination date and the new hire date with the intended position. If the earlier person record is selected incorrectly, correct the reference before recording an employment event. The employee record should show the current assignment while the history explains the change.

• Active workforce — Review the records and status that require action in this area.
• Rehireable workers — Open related records that need another owner or decision.

See requisition to hire, worker return and time to pay for connected decisions.