Human resources services catalog
Search 186 services across 25 areas, with USD list prices plus tax, what each one includes and what it does not.
Catalog areas
Core HR and employee lifecycle
Core HR and employee records
Centralize employment information for each employee.
Onboarding
Coordinate tasks from acceptance to joining.
Offboarding
Organize employee exits with tasks and owners.
Talent acquisition
Career site
Receive applications through a branded career site.
Recruiting ATS
Track candidates from application to offer.
Featured jobs on Job One+
Feature a posting during one 30-day campaign.
Candidate CRM
Build talent relationships before a vacancy opens.
Multichannel job posting
Distribute jobs to approved channels from one workflow.
Structured interviews
Compare evidence against role-specific criteria.
Offers and approvals
Coordinate compensation offers and their approvals.
Talent communities
Organize communities interested in future opportunities.
Campus recruiting
Manage internships and early-career programs.
Employee referrals
Connect employee recommendations with open roles.
Talent assessment
Individual psychometric tests
Administer authorized instruments for an agreed objective.
Psychometric batteries
Combine up to four standard tests for a role.
Psychometric subscription
Use the native or authorized catalog under subscription.
Honesty and integrity
Administer an authorized and validated native instrument.
Specialist third-party integrity
Scope specialist instruments from authorized providers.
Competency assessment
Document competencies using job-related evidence.
Assessment center
Observe behavior in exercises designed for the role.
Language assessment
Assess language proficiency needed for work.
Role-specific technical tests
Compare knowledge against role-specific tasks.
Asynchronous video interview
Collect recorded answers for human review.
Role-based assessment design
Define instruments suited to each assessment goal.
Specialist interpretation
Interpret results using work context and available evidence.
Performance and goals
Performance and goals
Connect individual performance with business goals.
OKR and goal management
Track measurable commitments for teams and individuals.
360-degree feedback
Collect perspectives from different working relationships.
Check-ins and one-to-ones
Turn feedback into follow-up commitments.
Performance calibration
Review criteria and results across teams.
Performance improvement plans
Document improvement goals and agreed support.
Review appeals
Handle requests to clarify an evaluation result.
Learning and training
LMS and corporate learning
Organize learning and progress in one platform.
Learning paths
Sequence learning by role or need.
Course catalog
Publish and organize available learning resources.
Certification tracking
Track credentials that must be renewed for each role.
SCORM and xAPI content
Define learning-content interoperability.
Classroom and virtual training
Coordinate instructor-led sessions and participants.
Required training
Track programs required by the organization.
Skills and careers
Skills and internal mobility
Connect workforce skills with internal opportunities.
Skills taxonomy
Standardize the skills language used by the organization.
Skills gap analysis
Compare observed capabilities with role requirements.
Career paths
Make growth opportunities visible within the organization.
Internal talent marketplace
Connect people with internal projects and roles.
Mentoring programs
Structure experience sharing between employees.
Executive coaching
Support development goals with professional sessions.
Succession and leadership
Succession and nine-box
Prepare continuity for critical positions.
Nine-box talent matrix
Review performance and potential using documented criteria.
Critical role identification
Prioritize roles requiring continuity planning.
Successor slates
Document alternatives for each priority role.
Successor readiness
Turn readiness gaps into concrete actions.
Leadership pipeline
Develop capabilities for future responsibilities.
Critical knowledge continuity
Reduce concentrated knowledge dependencies.
Compensation and incentives
Compensation management
Organize pay decisions using criteria and budgets.
Salary bands
Define ranges by agreed job family, level and market.
Annual salary review
Coordinate pay-change proposals within a budget.
Pay equity analysis
Review pay differences using agreed data and criteria.
Commissions and incentives
Turn sales rules into reviewable calculations.
Long-term incentives
Manage conditions and tracking for deferred incentives.
Merit and bonus budgets
Control pay-increase and bonus funding.
Benefits and wellbeing
Benefits and total rewards
Make benefit offerings visible and manageable.
Flexible benefits
Enable choices within defined rules and budgets.
Insurance enrollment
Coordinate coverage changes with providers.
Savings and retirement
Track administration of agreed plans.
Wellbeing programs
Coordinate workplace wellbeing activities and resources.
Employee assistance programs
Organize access to specialist support providers.
Total reward statements
Explain pay and benefit value to employees.
Time and workforce
Facial clocking and geofenced app
Record clock-ins and clock-outs to manage attendance.
Time off and absence
Organize time-off requests and balances by policy.
Time-off policies
Configure agreed eligibility and accrual rules.
Extended leave management
Coordinate records and returns for extended absences.
Advanced shift planning
Plan coverage around demand and availability.
Shift swaps
Handle shift changes subject to approval.
Overtime approval
Control additional hours before time closing.
Field teams and crews
Coordinate assignments and clocking locations for mobile teams.
Payroll and operations
Pre-payroll and time exceptions
Consolidate attendance data before payroll calculation.
Payroll software
Calculate payroll within an enabled localization.
Managed payroll operations
Delegate payroll processing with agreed deliverables.
Payroll operations review
Review payroll controls and process differences.
Payroll reconciliation
Compare payroll results with agreed source records.
Bank payment files
Prepare files using client-approved bank formats.
Off-cycle payroll runs
Process events outside the agreed regular calendar.
Termination calculations
Prepare exit scenarios using approved local criteria.
Payroll history migration
Move agreed history into the new payroll model.
Workforce planning
Headcount and budgeting
Connect approved positions with workforce cost.
Position control
Distinguish filled, vacant and proposed positions.
Labor cost budgets
Model agreed workforce-cost components.
Hiring scenarios
Compare workforce changes and their budget impact.
Job architecture and evaluation
Organize jobs and levels using an agreed method.
Job evaluation
Compare relative job value within the organization.
Job descriptions and profiles
Document responsibilities and requirements for each role.
People Analytics and BI
Advanced People Analytics
Turn HR sources into agreed executive metrics.
Executive HR dashboard
Summarize key metrics for leadership.
Turnover and tenure analytics
Explain workforce movements using historical data.
Absence analytics
Observe aggregate absence and coverage patterns.
Workforce cost analytics
Review cost trends by business unit and pay item.
Custom dashboards and BI
Build views for specific business questions.
Workforce forecasting
Explore aggregate scenarios using explicit assumptions.
Experience and culture
Climate, culture and recognition
Listen to employees and organize improvement actions.
Pulse surveys and eNPS
Collect periodic signals about work experience.
Peer recognition
Highlight contributions aligned with company values.
Engagement action plans
Turn listening findings into measurable commitments.
Employee journeys
Coordinate tasks at key employee lifecycle moments.
Internal communications
Distribute information to organizational audiences.
Alumni community
Maintain professional relationships after departure.
HR service delivery
HR service center
Centralize requests with clear ownership.
HR knowledge base
Provide consistent answers to common questions.
Case SLAs and escalation
Define response targets and escalation routes.
HR workflows and approvals
Digitize requests using agreed rules.
Employee relations cases
Organize confidential cases with restricted access.
Advanced manager portal
Bring team-management tasks into one workspace.
HR query assistant
Help users find answers in approved content.
Documents and assets
Employment contracts
Manage contractual documents and versions.
Signature requests
Send requests within the contracted signature workflow.
Advanced document templates
Generate documents using agreed data and rules.
Advanced signature workflows
Coordinate signers and process evidence.
Document retention
Apply agreed retention policies to records.
Employee file audit
Identify missing documents against an agreed matrix.
Employment letters
Handle letter requests using approved templates.
Employee assets and custody
Document equipment handovers and returns.
Policies and acknowledgments
Track policy distribution and versions.
Workplace health and safety
NOM-035: platform
Manage one campaign for workplaces in Mexico.
NOM-035: managed service
Support a Mexican campaign with interpretation and feedback.
Occupational health and safety
Coordinate preventive records within an agreed local scope.
Workplace incident management
Document events and follow-up actions.
Safety inspections
Organize site-level preventive checks.
Occupational medical surveillance
Coordinate appointments and validity with authorized providers.
Ergonomics programs
Organize workplace-condition reviews and improvements.
Return-to-work coordination
Track agreed return-to-work arrangements.
Emergency plans and teams
Document owners and agreed preventive activities.
External workforce and vendors
External workforce and vendors
Centralize external workforce administration.
Vendor qualification
Organize documents and criteria for vendor approval.
Contractor onboarding
Coordinate external worker entry requirements.
Contractor timesheets
Collect hours for approval against contracted services.
Workforce service orders
Link staffing requests with vendors.
External workforce cost control
Compare authorized services and received charges.
External access clearance
Organize site-specific administrative access requirements.
Travel and global mobility
Travel and expenses
Coordinate business-expense requests and reporting.
Travel requests
Approve travel with purpose and budget.
Expense policy review
Flag policy differences for human review.
Travel advances and settlement
Track advances and expense settlement.
Employee relocation
Coordinate relocation tasks with providers and owners.
International assignments
Document administrative conditions for international mobility.
Immigration coordination
Track cases with authorized specialists.
Governance and compliance
Enterprise governance and security
Define access and traceability controls under the contract.
Roles and segregation of duties
Align access with organizational responsibilities.
Privacy requests
Coordinate requests concerning personal data.
Audit trails and logs
Review events defined within the scope.
Data retention policies
Configure retention and review using approved policies.
HR obligations calendar
Organize reminders defined by local advisers.
Ethics reporting channel
Handle reports with restricted access and human review.
Integration and connectivity
Enterprise integrations
Connect systems using an agreed scope and data contract.
ERP connector
Exchange approved data between HCM and the client's ERP.
Accounting integration
Translate payroll items into the agreed accounting structure.
BI platform connection
Deliver approved data to the chosen analytics platform.
APIs and webhooks
Define events and operations for client workflows.
SSO and SCIM provisioning
Integrate corporate identity and account lifecycle.
Scheduled data exports
Deliver agreed files with access controls.
Implementation and support
Implementation and managed service
Coordinate launch against an accepted scope.
HR process discovery
Define priorities and scope before configuration.
Data migration and cleansing
Prepare agreed information for the new platform.
Account configuration
Adapt the account to agreed structures and rules.
Role-based training
Prepare administrators, managers and users.
Change management
Organize adoption, communication and support.
Enterprise support with SLA
Agree coverage and escalation for operations.
Recruitment services
RPO and specialist recruiting
Operate recruiting processes within an agreed scope.
Executive search
Source specialist profiles through research and outreach.
High-volume recruiting
Coordinate campaigns for multiple hires.
Employer branding
Define messaging and content to attract talent.
References and employment studies
Verify employment information within an authorized scope.
Employment references
Document references from authorized sources.
Authorized socioeconomic studies
Collect permitted information relevant to the agreed scope.
AI and assisted automation
HR copilot
Assist tasks using approved sources and human review.
CV reading assistant
Summarize declared experience to support human review.
Job description assistant
Prepare drafts from approved information.
Learning assistant
Suggest resources from declared learning goals.
Workforce predictive models
Explore aggregate forecasts subject to validation.
Data anomaly detection
Flag inconsistencies for owner review.
Document-grounded assistant
Answer using approved documents and verifiable citations.
Multinational operations
Global HR template
Define common processes with explicit local variations.
Country policy adaptation
Document variations reviewed by local owners.
Multilingual content and forms
Adapt approved content to contracted languages.
Country rollout
Scope a new operation and its local requirements.
Multicurrency compensation
Compare budgets with documented currencies and rates.
Specialist labor review
Refer local requirements to contracted specialists.
Multinational HR reporting
Compare operations using documented definitions and currencies.
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