Every joiner, mover and leaver, handled
A hire is confirmed, and the chase begins: email IT for the laptop, remind facilities about the badge, tell L&D to assign the training, hope the check happens. Every employment event becomes a coordination job that lands on HR. Employee lifecycle turns the event itself into the trigger. The moment it fires, the right activities run, to the right people, without HR chasing a single one.
The coordination tax
Every employment event sets off work in a dozen places. When HR is the one holding it together by hand, this is the cost.
The event is the trigger, not a checklist someone opens
A hire, a role change, a departure is processed in Core HR, and the lifecycle engine fires the activities configured for it. There's no separate onboarding tool to remember to open. The chain activates the moment the event does.
Which activities fire depends on who the person is. Population rules scope them by job profile, location, entity or individual, so a sales hire in Belgium runs a different chain than a manager in the Netherlands. Each gets exactly what applies, and nothing that doesn't.
The event fires the chain. No tool to open, nothing to remember.
Manual, agent-driven, or automatic: your choice, per activity
Not everything needs a person; not everything can be automated. Each activity runs in the mode that fits it.
A person acts
Assigned to the right person, employee via self-service, manager, or HR admin, it appears in their tasks and is completed by hand, with notifications to prompt it.
An agent executes
A configured agent checks conditions and completes the action by rule, with human checkpoints wherever you want oversight.
The system does it
Triggered and completed the moment the event fires: an access profile set, an activation email sent, a course allocated. No human step at all.
One event, every action that follows
The chain in practice across joiner, mover and leaver: automatic actions and human tasks, each routed to the right actor.
Access profile set
Granted from the job and location. The entitlement model lives in Organisation management.
Activation email sent
The new starter receives login instructions for their profile.
Onboarding training assigned
Mandatory course allocated in Popay Learn.
Background check, gated
Onboarding can't advance until it clears (see Vetting & compliance).
Kit provisioned
Laptop and GSM prepared; asset records created (see Asset management).
Entitlements recalculated
Old rights out, new rights in, derived from the new position.
New-role training
Courses for the new function allocated in Learn.
Manager handover
Outgoing and incoming managers receive transition tasks.
Asset return
Recover laptop, GSM and badge before the last day.
Access revoked on exit date
Profiles removed automatically on the departure date.
Knowledge transfer
Handover of responsibilities organised.
Alumni access
Self-service to personal documents after departure.
The right task to the right role, without HR in the middle
Tasks don't land in a generic HR inbox. Each is routed to the role that owns it, configured once, applied on every event. Who owns what is defined in Organisation management; lifecycle simply routes to them.
Security Officer
Gets the background check on a new hire, a hard gate onboarding can't pass until it's cleared.
Asset Manager
Gets provisioning on a hire or move, and recovery on exit, with the asset list already in hand.
Direct manager
Gets the human tasks: welcome, team integration, handover. Routed by the hierarchy in Core HR.
Any custom role
Payroll officer, compliance manager, facilities. If you have a role for it, lifecycle can route to it.
The thread that connects events to action
Lifecycle is one of two capabilities that span the whole platform. It connects the employment event to every module that must act on it: Core HR (the event's source), Learn (training), Document Management (uploads and reads), Asset management (the kit), Vetting (the gated check).
The Validation Framework is the other cross-cutting layer. Where lifecycle connects, it validates, checking every transaction as it happens.
One event in Core HR. Action everywhere it's needed.
From switchboard to orchestration
When the event does the coordinating, HR stops chasing and starts overseeing: one real-time view of what's done, what's pending and what's overdue, per employee, per event, across the workforce. Nothing slips because nothing depends on someone remembering.
Activities can be flagged compliance-relevant and tracked to completion for audit. The posture behind that lives in Vetting & compliance.
The event coordinates itself. HR oversees, instead of chasing.
Part of Core HR
Employee lifecycle is the orchestration layer of the Core HR record. It works closely with:
Let the event do the coordinating
When a hire, move or departure fires, let the right activities run, to the right people, in the mode you choose, without HR chasing a single one.
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