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Human Resources is the SpineWorkspace domain for people operations and talent management. It unites recruiting, onboarding, performance reviews, compensation cycles, and offboarding into a single contextual workbench, so HR teams spend less time switching systems and more time serving people. Domain Purpose: HR practitioners use Spine to track candidates, manage interview loops, run review cycles, and orchestrate People Ops workflows, all with continuity across sessions and handoffs.

Human Workbench

The surfaces, tabs, and daily tasks for recruiters and HRBPs.

AI Workbench

How Twin assembles context, drafts offers, and proposes next steps.

System Flow

How Spine Fabric ingests HR data and projects the domain.

Execution Flow

The governed path from intent to source-system write and receipt.

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Core Entities

  • Employee: the central person record, spanning HRIS and directory data.
  • Candidate: an external applicant tracked through the hiring funnel.
  • JobRequisition: an approved opening with role, level, and hiring team.
  • Interview: a scheduled evaluation with feedback, scorecards, and decisions.
  • Offer: a compensation proposal with approval chain and approval status.
  • Review: a performance or 360 review cycle with forms and calibrations.
  • Compensation: salary, equity, and bonus data tied to review outcomes.
  • Policy: an HR policy document with version history and attestation.

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Key Views

  • Open Roles: active requisitions with pipeline health and time-in-stage.
  • Interview Loops: upcoming interviews, feedback status, and bottlenecks.
  • People Directory: employee profiles with manager, tenure, and role.
  • Review Cycle: active reviews, completion rates, and calibration groups.
  • Onboarding Queue: new hires with task progress and owner assignments.

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Primary Workflows

  • Recruiting: req approval, candidate sourcing, interview, offer, hire.
  • Onboarding: offer acceptance, provisioning, task completion, Day 1 readiness.
  • Performance Review: launch, self/manager/peer input, calibration, close.
  • Offboarding: resignation/termination, access revocation, exit interview.
  • Compensation Review: budget allocation, proposal, approval, communication.

Domain

Business needs, operating model, and responsibilities of the HR domain.

Domain Views

Projected views, source data, and projection rules for HR.

Business Context

Entities, relationships, events, and evidence that define HR context.

Integrations

Source systems that feed the HR domain and what they provide.