People keeps the employment record for each human across the Group. A Person, Legal Entity Employment, workplace Assignment and Soupy account are different records. Adding an employee does not invite them or give them application access. A performer booked through Talent remains a Talent act unless an authorised People manager explicitly links an existing Person.
Screens and navigation
| Surface | What it contains |
|---|---|
Organisation People, /app/{orgSlug}/people | Employee directory, search, add-person form and CSV import. |
Group People, /portfolio/{groupSlug}/people | Directory, Positions and Contract reviews. Filters and search narrow the Group directory. |
| Person profile | Overview, Assignments, Contracts and Employment history. |
| Profile Overview | Operational identity, permitted private contact details, compliance state, original start, continuous service and current-employment dates. |
| Profile Assignments | Employer/workplace, position, department/area, effective dates, allocation and permitted pay terms. |
| Profile Contracts | Structured versions, clauses/templates, review/issue actions, signing requests, amendments, signatures and retained history. |
Adding and maintaining a person
- Open People → Add a person. The organisation form captures name, email, optional job title, employment type and phone. The Group form also captures legal/preferred name, employee number, work versus personal email, employer, primary venue, position, status, contract type, service dates and pay.
- Use Positions for reusable position code/title, department, responsibilities, scheduling defaults and private default-pay information. These defaults do not overwrite an individual Assignment.
- Open the Person and add an Assignment for the exact Employment, workplace, position and effective dates. Optional department, area, pay and allocation describe that placement. Assignment authority determines operational pickers.
- Use End assignment with effective date and reason when the placement ends. Use Change status for employment status; use Rehire for a leaver or archived Person to preserve identity and create a new employment period.
CSV import accepts a file and maps source columns to Soupy fields. It normalises email and employee numbers and skips duplicates. Review the import results; imported employee records do not create sign-in accounts or grant permissions. The Group directory and organisation directory project the same canonical data.
Contracts and review campaigns
A new contract requires an exact Employment and a position. A manager can create reusable clauses and templates, prepare structured pay/hours/dates and wording, and identify a historical import. Issued content is versioned and hash-bound. The workflow offers Start internal review, Approve for issue, employee signing, employer signing and Activate contract at the appropriate state.
Send to employee/employer prepares a signing request for a named recipient. The recipient reads the exact document through the shared contract-signing journey. Record manually is a separate manager-entered signature path: it records the authenticated manager and entered signer details, rather than independently verifying that signer's identity.
Propose amendment records reason, change summary, effective date, updated terms and wording. The comparison keeps source and proposed versions available. Approval, issue, employee signature, countersignature and making effective remain separate stages. Legacy contracts stay readable but require an explicit matching Employment link before amendment. A review campaign records its name, effective date and reason for a set of employment reviews.
Permissions and boundaries
people.view permits operational directory identity and workplace context. people.manage governs private
employment details, personal contact information, pay, templates, clauses, contract review, signatures and
employment changes. The directory uses work email; it does not fall back to personal email. A partial management
grant does not expose another workplace's private terms.
Training belongs to the Person; Messages provides learning screens, while Rotas owns planned and actual work. People does not copy shifts into another schedule. An employment position or People group may assist an access review, but neither creates security grants. Payroll delivery and specialist identity verification are outside these People screens.