Employee access provisioning

Start with the employee event

Define the trigger before choosing automation: offer signed, start date reached, manager changed, department changed, termination approved, or final day reached. The trigger should come from the system that owns employment status.

Map downstream actions

List every system touched by the event: payroll, benefits, identity, SaaS access, device workflow, expenses, training, communications, and document retention. Assign an owner and verification step for each.

Automate rules, preserve judgment

Automate repetitive routing, provisioning, notifications, and data updates. Keep human review for sensitive access, exceptions, performance decisions, security incidents, and relationship-building moments.

Audit the handoffs

Test the happy path and edge cases: delayed start, leave of absence, manager change, contractor conversion, rehire, and same-day termination. Good automation should make exceptions visible rather than hiding them.

Decision checklist

• Which system owns the authoritative employee record?
• What happens automatically when someone is hired, promoted, transferred, or terminated?
• Which workflows still require duplicate entry or manual reconciliation?
• Can permissions, approvals, and policies use current employee attributes?
• What separate tools remain necessary, and who maintains those integrations?
• Which current product capabilities and commercial terms must be confirmed in a live demo?

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