Group companies often need two things that appear to conflict: common HR standards and clear company-level boundaries. Employees, managers, policies and approval paths may differ, while central HR still needs reliable reporting and governance.
Define what is shared
Agree which policies, record fields and workflows apply across the group. Then identify the information that must remain company-specific, such as reporting lines, cost centres, local schedules or approval responsibilities.
Use permissions deliberately
Central HR may need an overview, while local managers need only their team data. Role-based access helps protect employee information and makes responsibility clearer. Hajiri’s core HR record gives organisations a consistent place to manage authorised workforce information.
Roll out one standard at a time
Begin with shared employee records or a common attendance review process. Test it with one company, document the local variation that is genuinely needed, then extend it. A phased approach is more dependable than forcing every company into one complex setup.
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