For HR

HR keeps people, organisation, and time data reliable enough for downstream work. This page is an operating checklist; multi-step actions link to their canonical workflows.

Do not edit data to bypass a workflow

When a change affects position, manager, salary, contract, or employment state, use the event or workflow configured by the company. Edit directly only when the screen supports it and you understand the affected scope.

Each day: keep operating queues clear

1. Open Notifications and Approvals for work held at an HR step.
2. Open Employees for new records, missing information, and changes now in effect.
3. Open Attendance for missing times, shift mismatches, and correction requests.
4. Check leave and overtime due to affect a schedule or attendance period.
5. After each change, read back its state, effective date, and employee scope.

Do not recreate a record because a screen responds slowly. Search by email, employee code, period, and action time before trying again.

When a new employee joins

Use the new-hire workflow from initial profile through organisation assignment, account, policies, and start date. Confirm that:

• the profile belongs to the correct organisation and does not duplicate an existing person;
• start date, employment state, and primary unit are correct;
• position, manager, and group take effect on the right date;
• access is limited to what the person needs; and
• the employee can sign in and sees the intended self-service areas.

Each week: review lifecycle and organisation

• Open Lifecycle for probation, career changes, offboarding, and events near their effective date.
• Open Organization to check groups, units, positions, and reporting lines.
• Review drafts and unpublished changes. Treat a structure as live only when the interface shows the applicable published version.
• Review new access and assignments left behind after a role change.

Use the relevant workflow:

• Manage by organisation group
• Career and job changes
• Offboard and rehire
• Roles, access, and account security

Period end: prepare and close time data

Follow Monthly attendance. Before handing the period to payroll, check at least:

• period and employee scope;
• missing check-in or checkout times;
• shift mismatches, leave, and overtime not yet resolved;
• reasons and actors for manual corrections; and
• a state that confirms attendance is closed.

After closure, do not silently change source data. If an exception requires a reopen or correction, record the reason and tell the payroll owner.

When a policy or approval route changes

1. Identify the subject, effective date, and affected workflows.
2. Edit the correct settings area: attendance policy, payroll foundation, approvals, or access.
3. Review conflicts and previews when offered.
4. Save or publish using the displayed action.
5. Verify with a representative user, not only an HR account with broad access.

Relevant setup guides:

• Time and attendance policies
• Payroll foundation
• Approvals and permissions

Hand off to payroll

HR owns input quality; payroll owns the calculation period, result review, and payment. State which period is closed, which exceptions remain, which changes take effect in the period, and who can answer each data question. Continue with the monthly payroll cycle.

End-of-day or end-of-period check

• No important request is forgotten at an HR step.
• Every change has the correct effective date and scope.
• Sensitive data has not been shared in a public channel.
• Every exception has an owner and a clear next action.

If state or data scope is unexpected, stop making further changes and open Support.