Organization Management | StarGarden Core HR

Summary of the Organization Management Functionality:

StarGarden is uniquely organization-based. Positions - jobs, appointments, assignments - are defined independently of any other organization structure allowing these to stand vacant, have a one to one relationship with existing employees, or have one position assigned to many employees. Positions hold their own attributes and information can be attached and defaulted to the employee upon assignment to the position. Once the position is assigned to an employee, another entity is created - the employee in the position.

This entity is where a majority of qualities and attributes are associated allowing benefits and wages to be connected to the position that someone holds rather than personal traits. Many organizations are now seeing the benefit of budgeting and controlling by position.;

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Features

  • Position reporting hierarchies (for organization charting and reporting).
  • Unlimited, user-defined positions/job titles, occupations and occupation types, position status codes, position data fields, functional organizational structures (3 levels), and physical organizational structures (2 levels).
  • Position skill requirements
  • Multi-Full Time Equivalent (FTE) and partial-FTE positions
  • Position budgeting either in total or by individual organizational units which includes on-line, dynamic recording of actual against budget FTE (by position and organization)
  • On-line warnings if FTE budgets are exceeded at position or organizational levels (on hire or transfer)
  • Position posting/job competitions (internal and external)
  • Position job valuation (Hay Points or other point systems) which is directly tied to Compensation planning.

Organization Management Overview

Organization Management sits at the foundation of SG6. Positions (jobs, appointments, and assignments) are defined independently of any employee, which means they can stand vacant, support a one-to-one relationship with an employee, or have multiple employees assigned to a single position. Positions hold their own attributes, so benefits, wages, and compensation connect to the role rather than the person. For unionized organizations, that means bargaining unit rules, FTE constraints, and compensation entitlements are tied to the position itself, keeping administration consistent across every collective agreement.

Key Capabilities

Organization Management includes capabilities to support position structure, workforce planning, budgeting, and org design.

Build the position structure your organization actually uses

Define unlimited positions, job titles, occupations, and occupation types with user-defined status codes and data fields. Support functional organizational structures across 3 levels and physical structures across 2 levels.

Maintain clear reporting hierarchies

Set up position reporting hierarchies that support organization charting and reporting across your entire workforce. Because hierarchies are tied to positions rather than individuals, they stay accurate as people move through the organization; promotions, transfers, and departures update the picture automatically without manual restructuring.

Budget by position, not just by headcount

Set position budgets in total or by individual organizational unit. SG6 dynamically records actual against budget FTE (Full-Time Equivalent) by position and organization, so you always know where you stand.

Manage FTE with confidence

Support multi-FTE and partial-FTE positions to reflect how your workforce actually works. Receive online warnings when FTE budgets are exceeded at the position or organizational level on hire or transfer. For unionized employers, position-level FTE controls support compliance with bargaining unit agreements that define staffing levels and hours thresholds.

Tie job value directly to compensation planning

Apply position job valuation using Hay Points or other point systems, with direct connection to your compensation scheme. Decisions about pay are grounded in the structure, not made in isolation.

Attach skills and manage postings from one place

Define skill requirements at the position level and manage internal and external postings and job competitions directly within SG6. Position skills carry forward to inform recruitment and hiring.

How Organization Management works

SG6 builds workforce management on a position-based foundation, where roles exist independently of the people who fill them.

Define Positions and Org Structure

Create positions independently of any employee and assign them to functional and physical org structures. Positions hold their own attributes including titles, occupations, skill requirements, status codes, and data fields, so your org structure reflects how your organization actually operates.

Control Budgets and FTE

Assign budget targets at the position or organizational unit level and track actual FTE against those targets in real time. SG6 alerts HR and managers when budgets are at risk on hire or transfer, supporting better workforce planning decisions before they become problems.

Connect Positions to People and Pay

When an employee is assigned to a position, SG6 creates a combined entity that ties benefits, wages, and compensation directly to the role. Position job valuation connects to compensation planning, and skill requirements carry forward to recruitment. For organizations with multiple bargaining units, connecting entitlements to the position ensures they are applied correctly and consistently every time.

Full Connectivity Across all of StarGarden

Organization Management connects directly to the people, processes, and workflows across SG6, serving as the structural foundation that the rest of the system builds on.

Core HR

Organization Management is the backbone of Core HR in SG6. Employee Demographics, Compensation, Benefits Management, and Accruals and Balances all connect to the position record, so workforce data stays consistent and accurate across the entire Core HR module without duplicate entry.

Extended HR

Position skill requirements and job postings connect directly to Recruitment within Extended HR. When a position opens, its attributes and skill requirements flow into the recruitment process, and applicant information transfers to the employee record on hire, closing the loop from vacancy to onboarding.

Workflow

SG 6 includes an embedded workflow toolset that automates processes, routes approvals, and aligns activity to your organization's structure. Position-level changes including transfers, FTE adjustments, and new hire setup participate in those workflows, so position management moves through the right channels rather than being handled manually.

Organization Management FAQ

StarGarden Organization Management is position-based HR software that defines jobs, appointments, and assignments independently of employees, so positions can stand vacant, connect one-to-one with an employee, or have multiple employees assigned to a single position.

StarGarden supports unlimited, user-defined positions, job titles, occupations, and occupation types, with functional organizational structures across three levels and physical structures across two levels.

Yes. Organization Management supports multi-FTE and partial-FTE positions, with online warnings when FTE budgets are exceeded at the position or organizational level on hire or transfer.

Yes. Budgets can be set in total or by individual organizational unit, with dynamic, online recording of actual FTE against budget by position and organization.

Position job valuation, using Hay Points or other point systems, connects directly to StarGarden's compensation planning, so pay decisions are grounded in the position's assigned value rather than made in isolation.

Yes. Organization Management supports internal and external position postings and job competitions, and position skill requirements connect directly to Recruitment within Extended HR.

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Organization Management Built for Complexity

Structure, plan, and manage your workforce by position in one connected StarGarden system.

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