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- Talent Suite
- Implementation
How a Talent Suite rollout works
Prepare one connected people process and expand after its owners can verify the handoffs.
Set foundations
Agree departments, locations, positions, employee identity and payroll calendars. Import current employees and check reporting lines.
Choose a case
Select one requisition through accepted offer and onboarding, or one existing employee's leave and pay period.
Set access
Give Recruiter, Hiring Manager, HR Business Partner (HRBP), Payroll Admin and Employee their configured scope, then test with normal accounts.
Rehearse decisions
Follow approvals, effective dates and task completion on the linked records. Test an exception and a correction.
Connect external systems
Name owners for career, calendar, signature, identity, carrier, tax and payment handoffs where they are used.
Release by process
Start with the rehearsed team and review the first operating cycle before widening access.
What the customer provides
Provide the current employee directory, departments, positions, managers, active plans, leave rules and payroll calendar. Name the people who approve requisitions and offers, review time, prepare payroll and own learning records. Supply a real case with dates and an expected result.
Changing it afterwards
Change the source record with an authorized owner and recheck every dependent handoff. For effective-dated employee events, preserve the prior event and confirm the current employee profile at the intended date. Review role access and external acknowledgements whenever a process owner changes. See roles and data model.
Set up Talent Suite your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.