Coordinate onboarding, employment changes and offboarding through a shared process for HR, managers and employees.
The capabilities presented are part of the MeridCore™ offering and are configured for each organization’s context, permissions and processes.
Creating an employee record is only the start. Documents, access, equipment and training must be ready, and later changes must preserve the employment history. This journey connects those responsibilities while keeping confidential HR information separate from what operations needs to know.
Link the role, site, manager and start date to the employment record. Assign document collection, checks and preparation tasks to named owners, with deadlines and required evidence.
Arrange policy acknowledgements, access, assigned assets, training and mentoring. Completed onboarding does not automatically mean eligibility for a shift: an unverified mandatory qualification can still block assignment.
Schedule check-ins, probation reviews and support actions. Day-one, week-one and 30/60/90-day milestones are configurable. Career pathways and succession planning are configurable advanced capabilities.
Transfers, promotions, manager changes and returns from leave take effect on a defined date. Review access, training and future-shift implications; share only necessary functional restrictions with operations.
Revoke access at the scheduled time, address future assignments, transfer responsibilities and track the return of keys, uniforms and devices. Retain documents and evidence under the applicable policy.
Verify the match to the former employee, then create a new employment record. Recheck qualifications and permissions: sensitive records from the previous employment are not automatically disclosed to the new manager.
An employee moves to another site next month. HR prepares the change, the receiving manager gets onboarding tasks and site-specific training is assigned. Dispatch reviews affected shifts. Permissions change on the effective date without erasing previous work records.
Track overdue onboarding tasks, eligibility blockers, probation deadlines and outstanding asset returns. Each stage needs an owner and a record of completion.
A full applicant tracking system is a future extension. Hiring, promotion and termination remain human decisions; hidden reliability or individual flight-risk scores are excluded.
Describe your current process, the people involved and the expected result. An initial discussion helps confirm the relevant scope.
Discuss this need