HR Hub

Purpose and map of the hub

The HR Hub is the Human Resources console: management of requests and of the 42 HR processes (absences, payroll, onboarding/offboarding, performance, training, workforce compliance, recruiting), the organisational registry, document campaigns with signature, employee data (payslips, objectives, balances, contracts, compensation) and HR reporting. It is used by HR operators, HR Business Partners, recruiters and function managers.

Do not confuse the Core HR Hub (management, this page) with the exoCortex Workspace portal (employee self-service): here you work on and approve cases; there, employees open them.

This page first covers the pages (landing page, HR Workspace/Inbox, recruiting, organisation, workforce, reports, AI, learning, KB, configuration) and then the modals and tabs (approval, process guide, actions, force transition, employee grid and its tabs, document campaigns, document editor/signature, templates, CV Bank).

HR Hub landing page

What it is for. It is the HR hub’s entry point: it presents the tiles for the Workspace, recruiting, training, AI tools, reports and the KB.

When to use it. At the start of your HR session, to choose the area you work on.

How to open it. From the Core Home (HR Hub tile).

What it shows. The main tiles: HR Workspace, CV database (CV Bank & Skill Matrix), Learning Platform, AI Analyzer and AI Insights, HR Report Center, HR KB. You can also reach Recruiting, Organisation, Unified Workforce Control and HR Expert.

How to use it. Click the tile of the area you want. The visible tiles depend on your HR role (RBAC).

What happens next. You reach the chosen page with the context (tenant/country) carried over.

Notes. Day-to-day work happens mostly in the HR Workspace (HR Workspace, the management Inbox).

HR Workspace, the management Inbox

It is the richest work window of the HR hub: we cover it in four sections.

What it is for, when and how to open it; the layout

What it is for. The HR Workspace is the unified inbox from which the HR operator works on all workforce cases: HR tickets, tasks, approvals, alerts, messages, announcements, communications, training, document campaigns and the audit log — plus, on the person side, the employee’s data (payslips, objectives, leave balances, contracts, compensation, confidential cases, documents).

When to use it. Every HR working day: taking ownership of requests, progressing processes, handling approvals, launching document campaigns, managing personal and pay data.

How to open it. From the HR Workspace tile of the HR Hub.

Layout (master-detail). The page is divided into: a process domain navigation bar; a central list with title and counter; a detail panel with sub-tabs.

Navigation groups HR processes into nine families; when you select a family, the list is filtered on its ticket types and the «New process» button proposes the starting process:

Family	Types included	Starting process
Recruiting & Planning	HR-JR, HR-CAN, HR-REC, HR-WFP	Position opening (HR-JR)
Lifecycle	HR-ONB, HR-OFF, HR-EXIT, HR-TERM, HR-CONTRACT, HR-MOBILITY, HR-VISA	Onboarding (HR-ONB)
Absences and time	HR-LEA, HR-OVT, HR-ATT, HR-SCHED	Leave request (HR-LEA)
Compensation	HR-EXP, HR-PAY, HR-COMP, HR-BEN, HR-EQUITY	Compensation review (HR-COMP)
Performance	HR-PER, HR-PIP, HR-OKR, HR-REVIEW, HR-360, HR-SKI	Appraisal (HR-PER)
Compliance	HR-GDPR, HR-ETHICS, HR-HARASS, HR-SAFE, HR-DISC, HR-POL	Policy (HR-POL)
Learning & Dev	HR-COURSE, HR-CERT	Training (HR-COURSE)
Administration	HR-ADM, HR-SUP, HR-LETTER, HR-LET, HR-CAMPAIGN	Administrative task (HR-ADM)
Engagement	HR-PULSE, HR-EVENT, HR-RET	Survey (HR-PULSE)

Quick view filters. Across families, five quick views: All, Assigned to me, To approve, Overdue, Unassigned, with the list controls (search, filters, «Show closed too», «Refresh», «Clear filters») and the «N items» counter.

Item types in the inbox

Besides tickets, the list shows ten other object types, each with its own columns:

Type	Content	Columns
Ticket	HR cases (process instances)	key, type, subject, status, assignee, created
Task	Linked operational tasks	title, status, assignee, due date
Approvals	Approval requests	key, title, requester, created
Alert	Alerts (e.g. expiring contracts)	title, severity, created
Messages	Incoming messages	sender, subject, created
Announcements	Announcements per country	title, country, updated
Communications	Communications per country	title, country, updated
Training	Courses/paths	title, country, updated
Document Campaigns	Document signature campaigns	(dedicated panel, Document campaign wizard)
Log	HR audit trail	date, actor, action, target

The detail panel, the Process guide and the actions

When you select an item, the detail panel fills with five sub-tabs: Fields, Comments (plain-text history + reply, with notification to the requester), Attachments, Approvals (chain, Approval) and Playbook (actions of the current stage).

The Process guide (Process guide), the process actions (Process actions) and Force transition (Force transition) are described in their own sections. In the list you can select several items and run bulk actions (first of all Assign to…); at the top, the New ticket and New process buttons.

Person-side tabs (employee data)

Besides working on cases, the HR Workspace shows the selected employee’s data through dedicated tabs, each served by a shared module: Payslips (Payslips), Objectives (Objectives and Performance), Leave balances (Leave balances), Contracts (Contracts), Surveys, Compensation (Compensation), Confidential cases (visible only to authorised roles), Documents and HR Settings (HR Settings (tiles)).

What happens next. Every progress step, approval or change generates the expected events (notifications, status changes, audit) and updates the person-side data (e.g. approving a leave request deducts from the balance).

Notes. Visibility of domains, tabs and actions depends on your HR role; confidential cases and pay data have specific permissions; sensitive actions may require SecurCheck (2FA).

Approval

What it is for. It handles the decision on an approval request (HR case, IT change, document).

When to use it. When an item is awaiting approval and you are one of the approvers (or their delegate).

How to open it. From the Approvals tab of the detail, from the «To approve» view or from the notification bell.

What it shows. Three columns: the object’s data, the decision and the approval chain (COL 3) with the steps and their status (current highlighted, completed in green, future in grey), and the scope and assignees of each. It shows «Step n of total», whether a «Signature required» applies, whether «Bulk approval» is allowed and, if applicable, «Delegated by».

How to use it. Four decisions: Approve, Reject, Request information (sends it back to the requester), Delegate (naming the delegate user). You attach a comment to each; if the step requires a signature, you must sign before confirming.

What happens next. Once the last step is approved, the case moves forward; a rejection sends it back or closes it according to the process; «Request information» puts it on hold awaiting the requester. All decisions are notified and tracked in the audit log (with the approver’s name).

Notes. Shared modal: it works the same way on IT changes (Change approval (CAB)) and documents.

Process guide

What it is for. For the ticket type, it shows the operator the ordered stages and the actions available in the current stage, with an explanatory narrative.

When to use it. While working on a case, to know «where we are» and «what to do now».

How to open it. From the HR Workspace detail panel (Playbook / guide tab); it loads the process stages and actions from the catalogue.

What it shows. The list of ordered stages with the current stage highlighted, and for each action its nature: manual step (check mark after verification), opens a dedicated tab (UI), changes the status (transition), runs an automatic action (endpoint), adds a note (comment), updates a field (custom field) or generates linked tasks (subtask).

How to use it. Read the guide to understand the sequence; you run the actions from the actions tab (Process actions).

What happens next. Running the actions moves the process from stage to stage.

Notes. The instructions for the operator are translated for every ticket type.

Process actions

What it is for. It runs the actions defined by the process (playbook) on the case: manual steps, transitions, automatic calls, notes, field updates, subtask generation, campaign launch.

When to use it. To actually move the case forward according to the Process guide.

How to open it. From the Playbook/actions tab of the detail.

What it shows. The list of actions of the current stage with their buttons; some actions open an input modal (parameters), others the user picker or the attachment viewer; the «new campaign» action opens the Campaign wizard (Document campaign wizard).

How to use it. Run the action; if it needs data, fill it in the input modal; the system updates the tab’s counters and content.

What happens next. The action produces the expected effect (transition, note, field, subtask, campaign) and records it in the audit log; actions are idempotent where intended.

Notes. Sensitive actions may require SecurCheck (2FA); the result goes into the case’s action log.

Force transition

What it is for. It moves a ticket to a specific status, skipping the normal workflow path, for exceptional cases.

When to use it. Only when the normal flow is blocked or does not apply and you need to unblock the case.

How to open it. From the HR Workspace detail panel (Force transition function).

What it shows and how to use it. The list of allowed target statuses; choose the status and confirm.

What happens next. The ticket moves to the chosen status; the operation is tracked in the audit log in a visible way (exceptional action).

Notes. Reserved for enabled roles.

Payslips

What it is for. It shows the selected employee’s payslips and lets you download them.

When to use it. To view or provide payslips, or to handle payroll requests (HR-PAY).

How to open it. Payslips tab of the HR Workspace (person side).

What it shows. The list of payslips by period; opening a single payslip uses the attachment viewer for preview/print/download.

How to use it. Select the period and open/download the payslip.

What happens next. The document is shown in the viewer; no change to the file.

Notes. The source is the payroll process (HR-PAY).

Objectives and Performance

What it is for. It manages the employee’s objectives/OKRs and performance.

When to use it. In appraisal cycles (HR-PER, HR-OKR, HR-REVIEW, HR-PIP).

How to open it. Objectives tab of the HR Workspace; it mounts the shared employee grid (Employee grid).

What it shows and how to use it. The list of employees with their objectives and progress status; per employee, the objectives with progress and deadlines.

What happens next. Updates feed the performance cycle and any approvals.

Notes. Uses the same grid as the other person-side tabs.

Leave balances

What it is for. It shows the employee’s holiday and leave balances (accrued, taken, remaining).

When to use it. To check availability before approving an absence request (HR-LEA) or when the employee asks.

How to open it. Leave balances tab of the HR Workspace (employee grid, Employee grid).

What it shows and how to use it. Per employee, the balances by absence type.

What happens next. Approving an absence request deducts from the matching balance.

Notes. Consistent with the absence process and its stages.

Compensation

What it is for. It shows the employee’s compensation and its reviews.

When to use it. In compensation review processes (HR-COMP, HR-EQUITY) and for authorised consultation.

How to open it. Compensation tab of the HR Workspace (employee grid, Employee grid).

What it shows and how to use it. Per employee, current compensation and review history.

What happens next. Reviews follow the dedicated approval workflow.

Notes. Sensitive data: visible only to authorised HR Manager/Director roles.

Contracts

What it is for. It shows the employee’s contracts with dates, type and expiry.

When to use it. To manage renewals and expiry dates (HR-CONTRACT) and monitor expiring contracts (Contract-Expiry alert).

How to open it. Contracts tab of the HR Workspace (employee grid, Employee grid).

What it shows and how to use it. Per employee, contracts with type, start date and expiry; from here you start renewals.

What happens next. Upcoming expiry dates generate alerts in the inbox; renewals follow the contract process.

Notes. Linked to the HR-CONTRACT process.

Employee grid

What it is for. It is the shared employee grid (People Ops) used by all the person-side tabs (Payslips, Objectives, Leave balances, Compensation, Contracts): a single grid so the logic is not duplicated.

When to use it. Indirectly, every time you open a person-side tab.

How to open it. It is mounted by the person-side tabs.

What it shows. A two-level modal: (1) the employee grid as tiles, scoped to tenant+country (from the page selector), with search and live refresh, optional KPIs at the top and badges per tile; (2) the per-employee view specific to the calling tab (payslips, objectives, balances, compensation, contracts). The employees shown are filtered by project and country.

How to use it. Search for/select the employee in the grid; open the tab’s detail view; go back to the grid.

What happens next. Detail actions depend on the tab (payslip download, objective update, etc.).

Notes. You close it only from the ✕; the tenant+country scope is governed by the page selector.

Document campaign wizard

What it is for. It creates and manages a document campaign: sending documents to a group of recipients with a request for a read-and-acknowledge signature by a deadline.

When to use it. To distribute policies, communications or documents that require attestation (HR or Compliance).

How to open it. From the inbox (Document Campaigns type) or from the «new campaign» process action.

What it shows. A 4-step wizard: document → recipients → schedule → review. The wizard proposes a default email subject and body per module (HR, Compliance), which update based on the selected templates and stay editable by hand; you choose recipients by role/department or from a list; you set the send date and reminders.

How to use it. Move forward with Next → up to the 4th step (review) and confirm; in edit mode (only draft, scheduled or active campaigns) you update document, recipients, schedule or reminders, send reminders to non-signers or end and close the campaign (removing pending signature requests).

What happens next. The campaign generates signature requests to the recipients; you can monitor progress in the campaign panels (Campaign panels and library).

Notes. The engine is shared with the Compliance Hub.

Campaign panels and library

What it is for. It shows the status and library of document campaigns (signature progress, recipients, results).

When to use it. To monitor an ongoing campaign or review history.

How to open it. From the inbox (Document Campaigns) and from the panels linked to the wizard.

What it shows and how to use it. The list of campaigns with status and signature progress, recipient detail, and library export.

What happens next. From here you can open campaigns in the wizard (Document campaign wizard) for the allowed changes.

Document editor

What it is for. It is the WYSIWYG editor HR uses to write the body of a document template «as in Word» (bold, lists, tables) without seeing the HTML.

When to use it. To create or edit the HR document templates used in campaigns and letters.

How to open it. From template management (HR templates).

How to use it. Write the body, insert placeholders and fields; the native PDF is generated from the document.

What happens next. The template is saved and made available for campaigns and letters.

Notes. Placeholders are a single source.

Document signature

What it is for. It is the shared document signature modal: viewer, field completion, validation and signature.

When to use it. When a document must be signed (by HR in Core or by the employee in Workspace).

How to open it. Click a document to sign.

What it shows. The document (PDF in an iframe or inline HTML), the fillable fields (extracted by the worker), and the signature controls. The signature modes are draw (pad), image and mfa (platform TOTP).

How to use it. Fill in the mandatory fields, sign in the chosen mode and submit; submission is blocked if anything is missing (fail-loud).

What happens next. The signature is recorded; the evidence is protected (encrypted PDFs, OTP stamp and hash chain to guarantee integrity); the signature is not stored beyond what is necessary.

Notes. The modal closes only from ✕/Cancel; reusable in Core and the employee portal.

Legal signature queue

What it is for. It collects the documents awaiting legal/HR signature in a single queue.

When to use it. To process the documents to sign one after another.

How to open it. From the HR Workspace (documents) / legal area.

What it shows and how to use it. The list of pending documents; from each one you open the signature modal.

What happens next. Each completed signature updates the queue and the evidence.

HR templates

What it is for. It manages the global document templates (letters, policies, forms) used in campaigns and processes.

When to use it. To create/update templates and their placeholders.

How to open it. From HR settings (HR Settings (tiles)).

What it shows and how to use it. The list of global templates (with the company/Customer.legal registry for placeholders), creation/editing through the document editor (Document editor) and download.

What happens next. The templates are available in the campaign wizard and in HR letters.

Notes. ~46 docx templates managed.

CV Bank & Skill Matrix

What it is for. It centralises the CVs of candidates (recruiting) and employees, with search, viewer, LLM parsing and skill match.

When to use it. To search profiles, assess skills and feed recruiting.

How to open it. From the CV database tile of the HR Hub.

What it shows. Three tabs: CV Bank, Skill Matrix (expected competence/KPI/role matrix, catalogue of 74 default skills, LLM normalisation) and the import/analysis functions.

How to use it. Search and filter profiles, open the CV in the viewer, run the match against a target role/skill.

What happens next. Suitable profiles feed the recruiting pipelines (Recruiting).

Notes. CV Bank and Skill Matrix data are separated per tenant.

Recruiting

What it is for. It is the recruiting/ATS console: from the open position to the candidate pipeline, with interviews, providers, analytics and compliance.

When to use it. To manage the whole selection cycle (HR-JR, HR-CAN, HR-REC).

How to open it. From the Recruiting tile of the HR Hub (or from the inbox’s Recruiting & Planning family).

What it shows. A console in tabs: Open positions, Funnel (candidate pipeline), Schedule, Provider, Sync, Recruiters, Internal notes, Auto email, Analytics, Compliance & Audit, Workflows, Export.

How to use it. You open a position, manage the candidate pipeline (candidate creation HR-CAN, recruiter assignment via the user picker, CV viewer), schedule interviews (M365 integration via OAuth), automate emails, and monitor analytics and compliance.

What happens next. The selected candidate moves forward to the offer and hiring (link with onboarding HR-ONB).

Notes. It reuses the CV Bank (CV Bank & Skill Matrix) and converges in the HR Workspace; M365 OAuth opens a dedicated authorisation window.

Organisation

What it is for. It manages the organisational registry.

When to use it. To maintain the hierarchical structure (divisions, departments, sites, countries) used by approvals, and the registry of customer organisations.

How to open it. From the Organisation tile of the HR Hub (page) and from the settings.

What it shows and how to use it. The tree org chart and its nodes (divisions/departments) with creation/editing, assignment of managers and link to sites/countries; structure import (xlsx). The org chart serves approvals (who approves whom), while operational routing uses teams (nh:teams).

What happens next. Changes to the structure are reflected in the approval chains.

Notes. The org chart governs approvals; routing uses teams instead: they are two separate configurations.

Unified Workforce Control

What it is for. It is the unified workforce control console: contracts, staffing, on-call and shifts.

When to use it. To plan headcount and shifts and monitor team coverage.

How to open it. From the Unified Workforce Control tile/link.

What it shows. The sections Contracts · staffing & on-call and Shift calendar · per team: contract coverage, the roster and the shift calendar per team.

How to use it. You plan headcount (HR-WFP), manage shifts (HR-SCHED) and on-call; you monitor coverage by combining staffing and teams.

What happens next. Planning feeds on-call and operational assignment.

Notes. The Contract is the configuration source for staffing/on-call.

HR Report Center

What it is for. It is HR reporting: headcount, turnover, absences, performance, training compliance.

When to use it. To produce and view HR reports, scoped to the HR domain.

How to open it. From the HR Report Center tile.

What it shows and how to use it. The catalogue of HR reports with preview, filters, scheduling and export.

What happens next. Reports can be scheduled and exported.

Notes. HR scoping blocks the * wildcard where it is not allowed.

AI Analyzer, AI Insights, HR Expert

AI Analyzer HR — AI-assisted analysis of HR data/documents.
AI Insights HR — aggregated AI insights on the workforce.
HR AI Expert — the HR domain expert assistant (questions on policies, processes, data) with anti-hallucination measures.

Each page opens a conversational/analytical interface; responses are subject to AI governance (explainability, supervision).

Learning Platform

What it is for. It is the training and micro-learning platform: courses, paths, quizzes, certifications.

When to use it. To deliver and monitor training (HR-COURSE, HR-CERT) and micro-learning.

How to open it. From the Learning Platform tile.

What it shows and how to use it. The catalogue of courses/paths, learner progress, quizzes and issued certifications.

What happens next. Completion updates the employee’s training status and certifications.

Notes. Shared with operational enablement; SCORM support is evolving.

HR Knowledge Base

What it is for. It is the HR knowledge base: policies, procedures, workforce FAQs.

When to use it. To read and write HR articles.

How to open it. From the HR KB tile.

What it shows and how to use it. Search and the list of HR articles, with authoring similar to the IT KB (Knowledge Base).

What happens next. Articles feed HR self-service and the HR Expert assistant.

Notes. KB domain dedicated to HR.

HR Settings (tiles)

What it is for. It is the HR hub configuration area, organised in tiles (9 tiles).

When to use it. To configure HR processes, templates, catalogues and parameters.

How to open it. HR Settings tab of the HR Workspace.

What it shows and how to use it. The configuration tiles: HR processes and their stages/actions, document templates (HR templates) and registry placeholders, skill catalogue, absence types and CCNL, multi-country, campaigns and reminders. Some tiles are custom (kind custom).

What happens next. Changes to versioned catalogues require a version bump and a reseed to become active.

Notes. HR administrative function (HR Admin/Manager roles).