EMPLOYEE LIFECYCLE / A CLEAR PLACE TO START
Employee lifecycle, without the loose ends.
A fixed-scope employee lifecycle and access diagnostic for growing companies.
Hire-to-Exit Systems Review
Onboarding. Role changes. Offboarding.
One process, across the systems you already own.
FROM CHASING TO A BUILD PLAN
Find the friction.
Know what to build.
A person joins. Access is late. A role changes. Old permissions remain. Someone leaves, but the systems disagree about what has ended.
I trace the whole journey so the next change solves the process, with a clear source of truth and an owner for the exceptions.
- 01Clear system and process owners
- 02A prioritised 90-day roadmap
- 03One build-ready specification
01 / UNDERSTAND THE CONNECTIONS
One lifecycle.
A clear system of record.
Find the missing connection before adding another tool.
Illustrative outputs. Your review maps your actual systems and owners.
Explore the full review scope
- 01Stakeholder workshops
- 02Current process and system map across HR, identity, SaaS and devices
- 03Authoritative-data and ownership map
- 04Manual-work, delay, access-risk, licence and evidence gaps
- 05Prioritised 90-day roadmap
- 06One build-ready automation specification
- 07Defined implementation options
SEE WHAT A SPECIFICATION CONTAINS
Source, approval, expiry, failure handling and acceptance criteria — worked through in one fictional contractor-access example.
Illustrative only; not a customer deliverable or tested implementation.WHEN IT FITS
The process has outgrown the handoffs.
01 / MANUAL WORKOnboarding and offboarding depend on tickets, spreadsheets and repeated chasing.
02 / DISAGREEING SYSTEMSHR, identity, applications and device records no longer tell the same story.
03 / PRESSURE TO CHANGEGrowth, restructuring or evidence requirements expose gaps a lean team needs help to resolve.
A focused starting point for IT, Business Systems and People Operations leaders. Before work starts, we agree scope, deliverables, timing and fee in writing. Implementation is scoped separately.
DIRECT DELIVERY
Work through the problem. Leave with the next step.
- 01
Map the real journey
I work through hire, role change and exit with the people who own the process. We trace the records, decisions and handoffs across your systems.
- 02
Find the gaps
We identify where manual work, unclear ownership, access risk and conflicting data prevent employee lifecycle automation from working reliably.
- 03
Specify the next build
I turn the findings into a prioritised 90-day roadmap, one build-ready automation specification and defined implementation options.
RELEVANT DELIVERY EXPERIENCE
Identity lifecycle, provisioning and managed devices are connected parts of my prior delivery. The Work & Evidence page sets out the projects, scale and attribution.
From my prior in-house and contract delivery. These figures are not presented as Halation client totals.
BEFORE WE BEGIN
A few practical questions.
What does the employee lifecycle review cover?
The process from pre-hire and onboarding through role changes and offboarding, across HR, identity, SaaS and devices. We agree the systems, stakeholders and boundaries in scope before the review begins.
Do we need to replace our existing platforms?
The review starts with the tools you already own. A gap may need a clearer owner, better data, a platform configuration change or a small integration. A new platform is an option only where the requirements justify it.
Does the review include implementation?
The fixed-scope review produces the diagnostic, roadmap and automation specification. Any configuration, migration or build is scoped separately through the implementation options, so the decision and commitment remain clear.
Can I go straight to a build or migration?
Yes. If you already have a clear brief or target state, we can scope a build or migration directly. This review is a diagnostic for employee lifecycle and access gaps, not a prerequisite for project delivery.
How are timing, fee and team effort agreed?
We agree the systems and lifecycle stages to examine, workshop participants, available information, deliverables, timing and fee in writing before work starts. The proposal identifies the input needed from your team. The 90-day roadmap is a planning output, not a claim that the review takes 90 days.
What do you need from our team?
Access to the people who understand HR, IT, application ownership and relevant controls, plus an overview of the current process and systems. We agree any further information and access requirements during scoping. Do not send credentials or personal employee records in the initial enquiry.
Who delivers the review?
I scope and deliver the review directly, bringing the architecture and implementation perspective together. You work with the person who maps the problem and specifies the next useful change.
START WITH THE PROCESS
Where does the employee journey break?
Tell me where work stalls, which systems are involved and what needs to improve. I can help define whether a review is the right starting point.