Hiring and onboarding processes
Organize hiring, employee records, onboarding tasks and training steps. Coordinate the information payroll, benefits and system administrators need before the start date.
HR & people operations
HR and payroll operations that support your growth.
Onboarding, payroll changes, benefits, and HRIS administration for employers adding people or states. We coordinate employee changes across systems and providers, with defined approvals and review responsibilities.
Clear ownership across the employee lifecycle.
As your workforce grows, employee updates and provider coordination become more complex. Defined responsibilities and review steps give managers a clearer view of the work and the decisions that need their attention.
- Onboarding steps, payroll setup and approved access are handled separately.
- Employee changes reach payroll or benefits providers late or with missing approvals.
- Hiring in additional states introduces more provider coordination and records to maintain.
- An HRIS or payroll transition needs clear responsibilities and reconciled information.
Capabilities
Connect the employee lifecycle to daily operations.
We establish who submits, checks and approves employee changes, and how those changes reach the relevant systems and providers.
Payroll administration and transitions
Coordinate approved payroll changes, provider handoffs and reconciliation. For a provider transition, define the records, responsibilities and review work before the change.
Benefits and provider coordination
Support benefits administration, open enrollment and multi-state provider coordination, with approvals and specialist questions routed to the responsible people.
HRIS selection and administration
Review the existing HRIS and recurring workflows. Scope selection, transitions or administration around the information the business needs to maintain and share.
Role changes and departures
Keep employee records, payroll and benefits changes aligned with offboarding and changes in assignment. Coordinate approved system access and license changes with IT administration.
Keep specialist decisions with the right advisors.
Employment law, benefits, registration, and tax determinations stay with your counsel and providers. We run the administration around them.
Connect people changes with system accessHow we work
Make the next employee change easier to manage.
A defined scope, named owners, and agreed review points guide delivery.
Map the current handoffs
Review the employee lifecycle, existing providers and systems, upcoming deadlines and the approvals needed at each step.
Define the records and responsibilities
Agree who initiates, reviews and approves each change. Scope any HRIS or payroll transition separately from ongoing administration.
Coordinate changes and review exceptions
Carry out the agreed recurring work, reconcile information between providers and systems, and bring unresolved items to the responsible decision-makers.
Questions before we start
Can we keep our existing payroll provider and HRIS?
We begin by reviewing the existing setup, available exports or interfaces, reconciliation requirements and administrative responsibilities. Replacement or selection is scoped only when the current setup and business requirements support that decision.
Can you support employees in several states?
The scope can include employee administration, provider coordination, payroll transitions and registration tracking. Legal and tax determinations remain with the appropriate advisors and providers. We define those responsibilities before the work begins.
Who approves employee and payroll changes?
Your delivery plan identifies the people authorized to approve changes. Ascent can coordinate submissions, checks and provider handoffs within that plan, while decisions reserved for your leadership remain with your business.
Related services
Which people process is taking too much time?
Start with the hiring plan, payroll transition, benefits cycle or employee changes that need a more reliable process.