Employee Data Management (Job Information, Employment, Compensation)
Person, Employment, Job Information, Compensation
Employee Central models a worker as Person (who they are), Employment (their relationship with a legal employer), Job Information (what they do), and Compensation (how they are paid). Employment is tied to legal entity and payroll. Job Information holds position, job code, department, location, manager, pay grade, and employee class. Compensation holds pay components, pay group, frequency, and pay range.
All of these are effective-dated histories. The UI shows records as of a selected date, so a future-dated change exists but is not yet active. Event reasons classify changes and can drive workflows and business rules.
Traps: a legal-entity change requires a new Employment record, not just a Job Information edit. Manager and department changes are Job Information; pay-rate changes are Compensation. Employee status (active, leave, terminated) is not the same as employment status. Changing a position does not automatically change job code unless the position is tied to one.
Worked example: An employee moves from the US entity to the UK entity. Create a new Employment with the new legal entity and payroll, then a Job Information record under it. A department change within the same entity is a single Job Information record with event reason Transfer.
Rule of thumb: legal employer or payroll country changes mean Employment; role, org, or manager changes mean Job Information; money changes mean Compensation.