[AI-DLC TEST] Employee Offboarding¶
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Novaworks AI | x_nova_corehcm_* (table-prefix value disputed — see Open Questions)
Major Change History¶
| Version | Date | Author / Notes |
|---|---|---|
| 1 | 2026-08-07 | Michelle Trudo — Feature Set created from a verbal brief; business case only, no Features scoped yet. |
Business case¶
- What's broken, inefficient, or missing today? Offboarding today runs as a manual,
multi-system checklist with no single owner: access revocation, asset return, final
pay, and benefits termination are each handled ad hoc by whoever remembers to do them,
so steps get missed. There is no shared record HR Ops can point to that shows an
offboarding is actually complete, and the process runs inconsistently from manager to
manager — one team closes out a departure in a day, another lets it drag for weeks. - Who has the problem? HRBP (drives the termination conversation, exit interview,
and manager coordination, but has no guided workflow to run it against — today it's
ad hoc, coordinated by memory and side channels), HR Operations / HR Ops (owns
compliance and completion but has no tracked record to work from or audit against —
access revocation, asset return, final pay, and benefits termination happen across
systems with no way to prove after the fact that every step completed), Manager
(responsible for team-side tasks — equipment collection, team communication — with no
guided checklist), and Employee (the departing worker, who experiences an
inconsistent, sometimes confusing last-day process). Applies across worker engagement
types, but the compliance stakes differ: salaried/exempt terminations carry heavier
severance and legal exposure, while hourly/non-exempt terminations are more exposed
to state-specific final-pay timing rules. - What's the measurable cost of not solving it? Security exposure from access that
isn't deprovisioned on time; compliance/legal exposure from missed or late final pay
in jurisdictions with strict final-pay-timing statutes; audit failures when HR Ops
can't produce proof an offboarding step happened; manager and HR Ops time lost
coordinating the checklist ad hoc across systems. - Value to customers. A single tracked, auditable offboarding record per departing
worker — HR Ops can see and prove every required step (access, assets, final pay,
benefits) is complete, on time, for every termination, voluntary or involuntary. - Value to Novaworks. Offboarding is a foundational HRIS capability every
full-suite incumbent (Workday, BambooHR, Rippling) already ships — not having it is a
gap that blocks Novaworks from displacing an incumbent in a full-suite deal, and closes
part of the land-and-expand path once a customer is already on Novaworks for other Core
HR transactions. - Novaworks lens. Not yet decided. A candidate direction — consistent with
Novaworks' agent-first approach in other domains (superagent, advisor) — is an
agent-orchestrated offboarding workflow that drives the termination process end-to-end
across systems rather than handing HR Ops a static checklist to work manually, escalating
to a human only for exceptions. This is a hypothesis, not a confirmed stance — see Open
Questions.
Goal¶
Every offboarding, voluntary or involuntary, follows one tracked workflow from trigger
to final pay and access closure — so no step is missed, nothing lingers unresolved, and
HR Operations can show proof it's done.
Scope¶
x_nova_corehcm_* (per skills-product/naming-and-references.md's Core HR domain
reference) — but that section's stated prefix conflicts with nova-corehcm-sn-app's
actual tables (x_novaw_corehcm_* per its reverse-engineered table list); see
CLAUDE.md's Key Decisions and Open Questions below. Likely touches
nova-corehcm-agent and nova-corehcm-sn-app; access deprovisioning may also touch
IT/MDM systems outside Core HR's current boundary — not yet confirmed.
Sources¶
None yet — verbal brief only.
Related PRDs¶
None yet.
Who this is for¶
| Persona / Role | Friction today | Value gained |
|---|---|---|
| HRBP | Drives the termination conversation, exit interview, and manager coordination with no guided workflow — coordinated ad hoc, by memory and side channels. | A tracked workflow for the relationship/decision side of a departure — conversation, exit interview, manager handoff — not just the paperwork. |
| HR Operations / HR Ops | No single tracked record of an offboarding's status; can't prove to an auditor that every required step (access, assets, final pay, benefits) happened. | An auditable, per-worker offboarding record showing every administrative step and its completion state. |
| Manager | No guided checklist for team-side offboarding tasks (equipment collection, team communication, knowledge handoff). | A clear, guided task list scoped to what the manager owns in the departure. |
| Employee / End User | Last-day experience is inconsistent and often confusing — unclear what happens to pay, benefits, and access, and when. | A clear, consistent view of what's happening to their pay, benefits, and access, and by when. |
What we are building¶
No Features scoped yet — this session drafted the business case only, per an explicit
choice to defer Feature scoping until the business case and Novaworks lens (see Open
Questions) are firmer. Revisit with nova-feature once ready.
Table-Stakes & Differentiation¶
| Table-stakes capability | Bar set by | Where we cover it |
|---|---|---|
| Structured offboarding checklist with access & asset deprovisioning tracking | Workday, BambooHR, Rippling | TBD — pending Feature scoping |
| Final-pay compliance (jurisdiction-specific timing rules) | Workday, Rippling | TBD — pending Feature scoping |
| Benefits termination / COBRA handoff | Workday, BambooHR | TBD — pending Feature scoping |
Differentiation. Deferred — the Novaworks lens for this problem (Business case point
6) isn't decided yet, and differentiation bullets need a specific Feature to tie to, which
doesn't exist yet either. Revisit once both are in place.
UX & Interaction Design¶
Not yet available.
Open Questions¶
| # | Question | Blocks |
|---|---|---|
| 1 | skills-product/naming-and-references.md's Core HR domain reference explicitly lists offboarding as excluded from Core HR's scope. Is this Feature Set a deliberate scope expansion that should update that doc, or does offboarding actually belong in a different/future domain repo? |
Whether this Feature Set should live in specs-corehr at all. |
| 2 | The Core HR table prefix is stated as x_nova_corehcm_* in naming-and-references.md but nova-corehcm-sn-app's actual tables use x_novaw_corehcm_* (per CLAUDE.md's flagged discrepancy). Which is correct? |
Scope section accuracy; any future schema-changes.md. |
| 3 | Is offboarding a table-stakes-parity area, or does Novaworks intend a distinct (e.g. agent-orchestrated) approach? | Business case point 6; Table-Stakes & Differentiation's Differentiation bullets. |
| 4 | Owner (Harshitha) and product-manager (Michelle Trudo) above are inferred, not confirmed, and neither has a verified GitHub @handle. |
Frontmatter accuracy; will need correcting once a Commitment Meeting issue exists. |
| 5 | No JTBD job map exists yet for the offboarding job (HR Operations / Manager / Employee). | Should precede Feature-level scoping, per convention — not blocking this concept draft. |
| 6 | No Features are scoped yet. | Everything under "What we are building" and the Differentiation bullets above. |
For internal engineering review only. Not for external distribution.
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