Your org chart, doing real work
The org chart lives in a slide that's wrong the day after it's drawn. Organisation management makes the structure the single source of truth, so access, approvals and provisioning all flow from it, automatically.
When structure is just a picture
A drawing on a slide can't grant access, route an approval or revoke a login. So the real work drifts away from it, and this is what that costs.
Structure is the source of truth, not a slide
Legal entities, org units, positions, reporting lines and work patterns, modelled once in Core HR. It's the backbone every module reads from: payroll reads the work pattern, approvals read the reporting line, access reads the position.
Change it in one place and everything downstream follows. The chart stops being a drawing you maintain by hand and becomes the thing the platform actually runs on.
And structure isn't one shape. Your HR reporting line and your financial cost-centre structure are rarely identical, so model both, in parallel, each reflecting its own reality. Cost centres, salary records and payroll elements live here too, so a change is made once and flows to payroll without re-keying.
Model it once. Payroll, approvals and access all read the same structure.
Every process, owned by a position on the chart
A position isn't only a job title. It carries responsibilities. Define who approves leave, who signs off expenses, who owns onboarding tasks and who stewards the data, once, against the structure. People move; the responsibilities stay attached to the role.
Access that follows the person
Because access rights and approval authority are derived from the position, they're correct by default, granted on join, recalculated on a move, revoked on exit. This page is about what a position entitles you to; the tasks that also fire on those events are orchestrated by Employee lifecycle.
Granted on join
A new hire lands in a position, and the position decides the entitlement: access rights and approval authority, derived from the structure rather than granted by hand.
Recalculated on move
Change position or reporting line and entitlements re-derive: rights the old role carried fall away, rights the new one needs are granted. No accumulation.
Revoked on exit
When the position ends, so does the access it carried, revoked on the departure date, with the trail showing exactly what was removed and when.
No orphaned access, and you can prove it
When access is derived from structure rather than granted by hand, it's current by default: no leaver still holding a login, no mover quietly accumulating rights. And because every grant traces back to a position, access is explainable, for a security review, an ISO 27001 access-control check, or an auditor who wants to know why.
Access derived from structure. Always current, and always explainable.
Part of Core HR
Organisation management is one of the capabilities that run on the Core HR record. It works closely with:
Make the structure do the work
Model your organisation once, attach responsibilities to positions, and let access and provisioning follow people as they join, move and leave.
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