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Yes. Building the employee-facing experience is core HRSD work we vet for. The consultant configures the Employee Center (and the older Employee Service Center where you still run it), curates the taxonomy of topics, quick links, and featured content, and builds the knowledge base presentation so employees self-serve before raising a case. They set up the HR Service Catalog with record producers for common requests, configure the Employee Center Pro content experience and targeted content audiences, and integrate Virtual Agent for conversational self-service and deflection. They handle the multi-audience model so contractors, managers, and employees see the right catalog and knowledge, and they brand the portal to match your employer identity. The PM confirms which release and which experience layer you run so the consultant builds on the right foundation and avoids configuring a surface you are about to retire.

Case Management with proper data protection is the heart of HRSD. The consultant configures HR services and the HR case types (employee relations, payroll, benefits, general inquiry) with the right assignment, SLAs, and approval flows, and sets up the COE (center of excellence) routing so cases reach the correct HR team. Critically, they configure the HR profile and the scoped data-separation model so sensitive cases employee relations, investigations, accommodation are visible only to authorized HR users through dedicated ACLs and data-isolation, never leaking into general IT or agent views. They set up document management with secure attachments, configure the related records and activity stream for auditability, and build templates and guided setup to standardize handling. They also align case categories to your HR org. The PM confirms your privacy and compliance requirements so the data model is locked down from day one.

Yes. Lifecycle Events are one of the highest-value HRSD deliverables. The consultant configures the onboarding, offboarding, and other lifecycle event activity sets, building the activities and tasks that fan out to IT, facilities, payroll, and the manager provisioning accounts, ordering equipment, scheduling orientation, and revoking access on exit all orchestrated and tracked from a single case. They use Flow Designer and the lifecycle event framework to trigger activities on the right dates relative to start or last day, configure activity owners and due dates, and wire integrations to your HRIS (Workday, SuccessFactors) so a new hire in the system of record automatically kicks off onboarding. They build the new-hire and offboarding experiences in Employee Center so the employee and manager see progress. The PM confirms your HRIS and downstream systems so the orchestration is complete and reliable.

A PM is assigned within 10 minutes of booking and scopes your requirement on the first call. For a clearly defined task a lifecycle event, a case-type setup, a catalog item, an Employee Center fix a vetted HRSD consultant typically starts the same day. We offer three engagement models: project-based (fixed deliverable with milestones, ideal for an HRSD module rollout or onboarding automation), dedicated (a consultant embedded with your team for a sprint or longer, ideal for an ongoing HR transformation), and on-call burst capacity (hours drawn down as issues arise). You can scale up or down between sprints and cancel after any engagement. The PM coordinates the consultant with your HR operations, IT, and security teams so data separation, integrations, and approvals are never a blocker.

Yes. HRSD only delivers when it is wired into the systems of record and the fulfilment teams. The consultant builds integrations to your HRIS Workday, SAP SuccessFactors, or others using the IntegrationHub spokes, REST APIs, and the HR employee-data sync so the HR profile and worker data stay current without manual entry. They configure inbound triggers so a hire, transfer, or termination in the HRIS automatically launches the right lifecycle event, and they wire HR cases and tasks to IT fulfilment (account provisioning, hardware) so cross-team work is tracked end to end. They handle field mapping, transform and coalesce logic to avoid duplicate worker records, and error handling so a failed sync surfaces instead of silently dropping a new hire. They also respect the data-separation model across integrations. The PM confirms your HRIS and middleware so the consultant targets the right connectors.

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