Employee
Workforce Record
Maintain employee identity, role, department, manager, work location, status, contact information, emergency contacts, responsibilities, and related workforce information.
Brilliance One Human Resources
Manage the employee. Connect them to the work.
Centralize employee records, onboarding, documents, attendance, leave, training, certifications, reviews, responsibilities, availability, and workforce history inside one connected business platform.
Brilliance One Human Resources connects workforce management with users, permissions, scheduling, time tracking, courses, projects, documents, communications, security, accounting, and the operational systems employees use every day.
Employees • Onboarding • Attendance • Training • Reviews
Connected Workforce Management
HR should understand how the employee participates in the business.
Employee information becomes more useful when workforce records, schedules, training, documents, reviews, time, responsibilities, permissions, and operational activity share the same business context.
Readiness
Training, Documents & Requirements
Connect onboarding, policies, training, certifications, credentials, renewals, documents, reviews, and other workforce requirements with the employee responsible for them.
Operations
Schedule, Assign & Work
Use appropriate employee context across scheduling, time tracking, projects, tasks, communications, user access, documents, and other business workflows.
HR + Operations
An employee is more than a personnel file.
Employees participate throughout the operation. They serve customers, work on projects, attend training, use systems, clock time, follow schedules, handle documents, receive permissions, complete reviews, and carry responsibilities.
- Who is the employee?
- What role do they perform?
- Who manages them?
- Where do they work?
- What access do they require?
- What training have they completed?
- Which certifications are current?
- When are they available?
- What projects or work are they responsible for?
- What workforce history should remain with them?
Workforce Operating Context
Know the employee. Know whether they are ready. Connect them to the work.
Brilliance One Human Resources is designed to connect personnel information with the operational responsibilities that depend on that information.
The employee record becomes part of the Business Operating System instead of another isolated database maintained only by HR.
Human Resources Capabilities
Manage the employee lifecycle. Preserve the workforce history.
Brilliance One brings together employee records, onboarding, workforce documents, attendance, leave, training, reviews, access, and operational context.
Employees
Workforce Records
Maintain employee profiles, jobs, departments, managers, locations, status, contact details, emergency contacts, and other appropriate workforce information.
Onboarding
New-Hire Workflows
Standardize employee setup around forms, documents, tasks, training, responsibilities, access, and the operational requirements associated with the role.
Documents
Personnel Records
Associate appropriate employment records, forms, acknowledgements, certifications, supporting files, and restricted HR documentation with the employee.
Attendance
Time & Workforce Activity
Connect supported attendance, clock activity, schedules, availability, time records, and related workforce information.
Leave
Requests & Availability
Maintain supported leave requests and employee availability so workforce planning can reflect when people are or are not available.
Training
Courses & Certifications
Connect appropriate training assignments, completion, certifications, credentials, renewal information, and learning history with the employee record.
Reviews
Performance & Development
Support structured review workflows with feedback, notes, goals, development information, review history, and appropriate follow-up.
Self-Service
Employee Portal Workflows
Give employees permission-based access to supported profile information, forms, documents, leave requests, training, and approved workforce resources.
Security
Permission-Aware Workforce Data
Use roles, permissions, security groups, module access, and broader platform security controls to help protect sensitive personnel information.
Employee Record
Keep workforce information with the person it describes.
The employee record provides the common identity and workforce context that other Brilliance One modules can reference when an employee participates in the operation.
- Employee profile information
- Contact information
- Job and role
- Department
- Manager relationship
- Employment status
- Work location
- Emergency contacts
- Responsibilities
- Workforce history
Shared Workforce Identity
HR knows the employee. Operations should not need another version of them.
Scheduling, Courses, Projects, Time Clock, Documents, Users, Security, Communications, and other supported modules can reference the same employee context where appropriate.
This reduces the need to recreate another independent employee identity for every business function.
Workforce Structure
Understand where people fit inside the organization.
Roles, departments, managers, work locations, employment status, and responsibilities provide context around how the employee participates in the business.
Roles Maintain the employee's organizational role and relevant job information.
Departments Associate employees with the appropriate department or organizational group.
Managers Maintain applicable reporting and leadership relationships.
Locations Connect employees with offices, facilities, branches, job sites, or other applicable work locations.
Status Maintain appropriate workforce status information throughout the employee lifecycle.
Responsibilities Preserve operational context around what the employee is responsible for performing.
Employee Onboarding
Create the employee. Prepare them for the role.
Onboarding should establish more than a personnel record. It should prepare the new employee with the documents, training, access, responsibilities, and operational context required to begin work.
Create
Establish the employee profile, role, department, manager, location, status, contact details, and appropriate workforce information.
Prepare
Collect appropriate forms and documents while assigning onboarding tasks, training, access, policies, and responsibilities.
Operate
Connect the employee with scheduling, time, projects, communications, user access, documents, and other workflows appropriate to the role.
Personnel Documents
Keep workforce documents with the employee they support.
Associate employee-specific documentation with the appropriate workforce record while using platform permissions to help restrict sensitive information.
Employment Records
Maintain appropriate employment, role, status, and administrative documentation.
Policy Acknowledgements
Associate signed or recorded policy acknowledgement information with the employee.
Certifications
Maintain applicable certification, credential, qualification, and supporting information.
Training Records
Associate course participation, completion, renewal, and supporting training records where configured.
HR Notes
Maintain authorized internal workforce notes with appropriate access restrictions.
Supporting Files
Attach other appropriate forms, records, and documents to the employee profile.
Attendance & Time
Know when people are available. Connect that information to operations.
Attendance, leave, time, availability, and work schedules can affect customer appointments, staffing, projects, payroll-related workflows, and everyday business operations.
- Clock activity
- Attendance history
- Leave requests
- Employee availability
- Work schedules
- Shift context
- Time records
- Operational availability
- Payroll workflow context
Workforce Availability
HR and Scheduling should not disagree about whether someone is available.
Leave, schedules, availability, and attendance all describe aspects of the same employee's relationship with time.
Keeping that context inside the same operating environment can reduce manual handoffs between workforce planning and operational scheduling.
Leave & Availability
A leave request affects more than the HR calendar.
When an employee is unavailable, that information may matter to supervisors, project assignments, schedules, appointments, staffing, customer commitments, and other operational planning.
Request
Employee Leave Requests
Allow supported leave requests to be submitted and maintained through the employee workflow.
Review
Management Context
Keep the request associated with the employee and appropriate review or approval context where configured.
Operations
Availability Context
Use appropriate leave and availability information in connected scheduling and operational workflows.
Training & Certifications
Know what they learned. Know whether it is still current.
Through the connected Courses module, employee records can participate in required learning, certification, qualification, completion, expiration, and renewal workflows.
- Required courses
- Training assignments
- Completion history
- Assessments where supported
- Certifications
- Credentials
- Expiration dates
- Renewal activity
- Supporting documents
Workforce Readiness
Training history becomes more valuable when operations can understand it.
A completed course can be more than a certificate in a file. It can become workforce context associated with the employee responsible for completing the training.
That can help organizations understand which requirements are complete, approaching renewal, or still outstanding.
Performance & Development
Make the review part of the employee story.
Structured review workflows can preserve feedback, goals, leadership notes, development information, follow-up, and historical context around the employee.
- Review templates
- Performance feedback
- Leadership notes
- Employee goals
- Development plans
- Review history
- Follow-up activity
- Appropriate access controls
Development History
A review should inform what happens next.
Feedback may lead to goals, training, increased responsibility, workflow changes, follow-up discussions, or other development activity.
Keeping that information connected with the employee record provides continuity across future reviews and workforce decisions.
Employee Self-Service
Give employees access to what they are responsible for maintaining.
Where enabled, employee portal workflows can provide permission-based access to approved workforce information without making HR responsible for every routine request or update.
Profile Information
Allow supported employee information to be reviewed or updated through appropriate workflows.
Leave Requests
Submit and track supported leave activity through the employee workflow.
Documents
Provide access to approved workforce documents, policies, resources, and supporting files.
Forms
Complete supported employee forms through connected digital workflows.
Training
Access appropriate course assignments, requirements, and learning information where Courses is enabled.
Workforce Information
Provide approved employee-specific information according to the organization's permission model.
Employee + Platform User
Employment identity and application access are related, but different.
An employee represents the workforce relationship. A Brilliance One user represents access to the software. Connecting those records allows access and operational responsibility to remain associated without treating every employee record as an unrestricted application account.
- Employee identity
- User account
- Role
- Permissions
- Security groups
- Module access
- Administrative responsibility
- Operational assignment
Access Lifecycle
The employee may stay in history after system access ends.
Workforce history and application access do not necessarily have identical lifecycles.
Keeping those concepts related but distinct helps preserve appropriate HR history while allowing user access to be managed according to current responsibilities.
HR + Scheduling
Schedule the work with workforce context.
Scheduling can become more operationally useful when the platform understands which employee is involved, their availability, responsibilities, location, and other appropriate workforce information.
Availability
Know When People Can Work
Use appropriate employee availability and workforce context inside supported scheduling workflows.
Responsibility
Assign the Appropriate Person
Connect employees with the services, appointments, resources, projects, or operational responsibilities appropriate to their role where configured.
Operations
Keep Staffing Connected
Reduce unnecessary handoffs between employee records and the scheduling systems that depend on workforce information.
HR + Projects
Connect the employee to the work they are responsible for.
Projects and tasks depend on people. Workforce and project context can remain connected when employees are assigned responsibilities across the business.
- Project assignments
- Task responsibilities
- Team participation
- Customer work
- Deadlines
- Employee roles
- Workforce availability
- Operational context
People + Work
The employee record explains who they are. Projects explain what they are doing.
Connecting both sides helps the platform understand employee responsibilities without turning HR into project-management software or Projects into a second employee database.
Workforce Communication
Employee workflows often need communication too.
Supported email, SMS, notifications, and automation can help coordinate routine workforce communication around appropriate operational events.
Onboarding
New-Hire Communication
Use supported communication for appropriate onboarding instructions, reminders, notices, and follow-up.
Training
Learning Reminders
Notify employees about supported training assignments, deadlines, renewal activity, and other learning-related requirements.
Operations
Workforce Notifications
Use appropriate internal communication when scheduling, documents, tasks, approvals, or other supported workforce activity requires attention.
Workforce Privacy
Connected workforce data should not mean universally visible data.
Human Resources can contain sensitive personal, employment, performance, financial, training, contact, leave, and other workforce information requiring controlled access.
- User authentication
- Role-based permissions
- Security groups
- Module access
- Document permissions
- HR administrator access
- Manager visibility
- Employee self-service permissions
- Operational logging
- Customer data separation
Need-to-Know Access
Different responsibilities require different visibility.
An employee, manager, HR administrator, project manager, accountant, and system administrator may all interact with workforce information while requiring very different levels of access.
Brilliance One can use the broader platform security model to help keep those responsibilities separated.
Connected Workforce
Employees participate throughout the operating system.
HR information can provide workforce context to the business modules where employees actually perform work.
Users
Access & Permissions
Connect employee identity with appropriate application access, roles, permissions, security groups, and workspace responsibilities.
Scheduling
Availability & Staffing
Use appropriate employee availability, responsibility, and workforce information in supported scheduling workflows.
Time Clock
Time & Attendance
Keep supported time activity associated with the employee responsible for the work.
Courses
Training & Readiness
Associate required learning, completion, certifications, credentials, renewals, and training history with workforce records.
Projects
Assignments & Responsibilities
Connect employees with projects, tasks, customer work, deadlines, teams, and other operational responsibilities.
Documents
Personnel Files
Associate appropriate workforce documents, forms, policies, certifications, acknowledgements, and supporting files with the employee.
Communications
Employee Messaging
Use supported communication and notification workflows around onboarding, training, scheduling, documents, and other workforce processes.
Accounting
Financial Context
Support appropriate employee expense, payroll-related, reimbursement, or other financial workflows where configured.
Automations
Workforce Workflow
Use supported employee activity for notifications, reminders, communication, and repeatable administrative workflows.
Workforce Platform Strategy
User management controls software access. HR manages the workforce relationship.
Business platforms commonly maintain users, teams, permissions, calendars, and staff availability. Brilliance One Human Resources extends beyond application access into employee records, onboarding, documents, leave, attendance, training, certifications, reviews, and workforce history while keeping both sides connected.
Employee
Workforce Relationship
Maintain the person's employment context, role, department, manager, location, documents, training, leave, reviews, and history.
User
System Access
Manage authentication, application permissions, security groups, modules, and the system capabilities appropriate to the user's responsibilities.
Operations
Work & Availability
Connect workforce context with scheduling, time, projects, tasks, courses, documents, communication, financial workflows, and other business operations.
HR Governance
Software manages the workflow. Your organization defines the policy.
Workforce practices can be affected by employment law, wage and hour requirements, leave rules, benefits requirements, privacy obligations, contracts, record-retention requirements, and organization-specific policies.
- Employment policies
- Leave policies
- Attendance requirements
- Wage and hour requirements
- Document retention
- Training requirements
- Review procedures
- Access policies
- Workforce privacy
- Jurisdiction-specific obligations
Organizational Responsibility
Configurable HR software is not employment-law advice.
Organizations remain responsible for determining which employment, labor, payroll, leave, privacy, benefits, retention, and other workforce requirements apply to their operation.
Appropriate HR, payroll, benefits, legal, tax, or compliance professionals should be involved where specialized interpretation is required.
Human Resources Pricing
Add workforce management without adding per-employee platform pricing.
Human Resources participates in Brilliance One's modular pricing model. Start with Core, add HR, then add Courses, Scheduling, Projects, Accounting, or other modules according to the workflows your organization needs.
- Brilliance One Core required
- Human Resources available as a business module
- No per-user platform pricing
- Connected employee records
- Cross-module workforce context
- CMS included with qualifying configurations
- Founders 400 alternative available
Standard Configuration
Core + Human Resources. Expand from there.
Under current standard pricing, Brilliance One Core starts at $147 per month and Human Resources is $135 per month before applicable module-volume adjustments and usage-based services.
Use the pricing estimator to combine HR with the additional operational modules your organization requires.
Business Modules
Add the capabilities you need. Keep the platform connected.
Expand Brilliance One with connected modules for financial operations, content, compliance, training, industry workflows, workforce management, reporting, marketing, commerce, projects, scheduling, and technology operations.
Financial Operations
Accounting
Manage quotes, invoices, payments, expenses, vendors, banking activity, journals, and financial reporting while keeping the numbers connected to the customers, projects, products, and business activity behind them.
Explore AccountingWebsites & Content
CMS
Build and manage websites, pages, forms, landing pages, blogs, digital assets, public experiences, and lead capture while connecting the digital experience directly to business operations.
Explore CMSGovernance & Controls
Compliance
Support compliance-conscious operations with identity controls, permissions, logging, security protections, data governance, administrative oversight, and specialized operational workflows.
Explore Compliance & SecurityTraining & Learning
Courses
Manage courses, curriculum, lessons, assessments, instructors, participants, completion, certifications, renewal requirements, and training history in one connected system.
Explore CoursesTesting Program Operations
Drug Testing
Manage testing pools, random selections, collections, specimens, chain of custody, laboratory workflows, results, documents, and testing-program history.
Explore Drug TestingFFL Operations
Firearms
Manage serialized firearms, acquisitions, dispositions, bound book records, e4473 workflows, inventory, customers, documents, point of sale, and connected firearms operations.
Explore FirearmsWorkforce Operations
Human Resources
Manage employees, onboarding, documents, attendance, leave, training, certifications, reviews, workforce history, responsibilities, and the operational context surrounding your people.
Explore Human ResourcesReporting & Visibility
Insights
Turn customer, marketing, financial, workforce, scheduling, project, and operational information into connected reporting and clearer business visibility.
Explore InsightsGrowth & Engagement
Marketing
Manage campaigns, audiences, lead sources, referrals, reputation, local visibility, communications, attribution, and customer acquisition while keeping marketing connected to CRM and operations.
Explore MarketingConnected Commerce
Point of Sale
Connect customers, products, inventory, transactions, payments, receipts, accounting, purchase history, and specialized retail workflows through the same business platform.
Explore Point of SaleWork & Delivery
Projects
Manage projects, phases, milestones, tasks, employees, time, documents, costs, customer relationships, communication, and delivery history from one connected operational record.
Explore ProjectsAppointments & Resources
Scheduling
Manage appointments, services, attendees, employees, availability, locations, resources, capacity, customers, and the operational workflows surrounding scheduled work.
Explore SchedulingAssets & Infrastructure
Technology
Manage technology assets, equipment, vehicles, software, subscriptions, assignments, maintenance, warranties, vendors, documents, lifecycle history, and supported monitoring.
Explore TechnologyBrilliance One Human Resources
Manage the employee. Connect the work around them.
Centralize employee records, onboarding, documents, attendance, leave, training, certifications, reviews, self-service, permissions, scheduling context, project responsibilities, communications, and workforce history inside the broader Brilliance One Business Operating System.
Brilliance One • Human Resources • Workforce Management • Connected Operations