See How Hire2Retire Can Drive Success for Your Organization |17th Jan 2025|
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Selecting and defining HR system profile attributes is one of the most important parts of setting up an HR to identity platform (IdP) integration in Hire2Retire. Properly defining these input attributes allows you to map them to IdP profile attributes for synchronization, create lifecycle business rules, and enable role-based auto-provisioning. But what attributes should you import and define to optimize your Hire2Retire workflow?
The most successful Hire2Retire workflows define these recommended HR attributes:
Basic PII attributes are common employee identifiers.
Employee ID: This unique identifier is the key to connecting HR profiles to their requisite IdP profile. It is the only attribute required by Hire2Retire for integrations.
First Name: This is an employee’s first name.
Last Name: This is an employee’s last name.
Preferred Name: This can be used as an employee’s display name or for UPN construction based on your preferences.
Personal Email: This can be used to send onboarding information or a first login password for an employee’s company email address.
Mobile Phone Number: When synchronized to AD, this facilitates 2-factor authentication and Office 365 self-service features.
Reports to Employee ID: This is the employee ID of an employee’s manager or direct report.
The Reporting Information attribute commonly listed as “Reports to” allows Hire2Retire to maintain a clean and organized GAL by properly defining an organization’s direct reporting structure.
Job Identifiers are attributes that properly define an employee’s role, location, and subsidiary if applicable. These attributes are what you will use to define the exact level of system access necessary based on employee roles for Hire2Retire’s Role-Based Access Control (RBAC).
Job Title: This denotes an employee’s role within an organization at the most specific level.
Department: This denotes an employee’s overall department, such as marketing or sales, and can be used for access provisioning on a broader scale.
Company or Business Units: This allows organizations with multiple subsidiaries or acquisitions to differentiate which employees work for which subsidiary or company.
Cost Center: This is similar to the department attribute but can differentiate departments for tax purposes.
Employee Type: This is used to define employees as full-time, part-time, or seasonal so Hire2Retire can manage each type of employee differently.
Employment Status attributes define the start and end of an employee’s active working period. Properly defining these attributes enables Hire2Retire to schedule pre-boarding and terminations ahead of time, optimizing the speed and efficiency of those processes.
Start Date: This represents an employee’s first day of work and is used to enable scheduled pre-boarding.
Last Day Worked/Termination Date: This represents the last day an employee is working and needs system access. It is used to schedule prompt access removal for terminations.
Employment Status: This is commonly used to define employees on different types of long-term leave, including FMLA, security, and disciplinary leave.
Termination Reason: This is commonly used for sensitive terminations where access removal is necessary before an employee’s last day worked/termination date.
While these attributes are recommended to get the best experience Hire2Retire can offer, Hire2Retire supports as many fully flexible and custom attributes as necessary, all tailored to meet your business’ exact needs. This includes attributes for any available IdP fields and custom AD extension attributes.
Ready to join the wave of companies automating their employee lifecycle management process with Hire2Retire? Schedule a demo call with us today to see what Hire2Retire can do for your business.
Bramh Gupta is the founder and CEO of RoboMQ. He has a background in large scale real-time manufacturing systems, telecommunications and design and architecture of highly scalable and resilient enterprise systems. He is passionate about real-time integration and the value that it brings to business operations and critical decision making.
Bramh holds an MBA from the Kellogg School of Business and Industrial Engineering degree from the National Institute of Technology, Jamshedpur. Bramh combines his business insights and architectural skills to design and create highly scalable, integration platforms and tools that are needed to power the API economy.
Bramh Gupta is the founder and CEO of RoboMQ. He has a background in large scale real-time manufacturing systems, telecommunications and design and architecture of highly scalable and resilient enterprise systems. He is passionate about real-time integration and the value that it brings to business operations and critical decision making.
Bramh holds an MBA from the Kellogg School of Business and Industrial Engineering degree from the National Institute of Technology, Jamshedpur. Bramh combines his business insights and architectural skills to design and create highly scalable, integration platforms and tools that are needed to power the API economy.
