Contents

The HR advisor persona

Joe Julian Updated by Joe Julian

This article is for the standard version of Advanced HR
If your company has amended or configured the system, some of the information in this documentation may not be relevant to you.
If you are unsure whether something in this documentation applies to your version of the system, please contact your system administrator for assistance.

“I want to update Viktor’s right to work information”

Ethos

HR advisors run day-to-day HR administration tasks

  • They have access to their own data and standard employee functionality
  • They get edit access to most personnel data
  • But are restricted from sensitive data
    (Such as other HR staff and sensitive employees or roles)
  • HR advisors are able run a host of reports

Key features

These are features that drive the HR advisor experience

  1. Access to non-sensitive data
    An HR advisor needs to be able to quickly find and edit data. Being confident that changes they make are validated and audited correctly.
  2. Reports
    HR advisors get access to run all types of Advanced HR reports.
  3. On boarding
    HR advisors get a wizard for recording new starters and automated processes for informing other teams of their role in the process.

Processes

HR Advisors have a wizard for quickly creating new employee records

HR
  • Record new starter

Data access

HR advisors can see all data about employees with the following restrictions

  1. No access to employees marked as sensitive
  2. No access to diversity and inclusion data for personnel

Reports

HR Advisors get access to many reports which are individually listed here. Below is a summary...

Report type

Purpose

Custom

To display records in a tabular style report

Cross tab

To display aggregates of record cross-sections in a pivot style report

Calendar

So that date-based records can be shown in a monthly view

Record profile

To display all recorded details about a record in one document

Organisation report

To display the structure of reporting lines in the organisation

Absence breakdown

To facilitate the analysis of trends in absences

Bradford factor

To allow for detailed Bradford factor analysis

Stability / Turnover

To show trends in role stability and turnover

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