As companies scale, having granular access rights becomes more necessary to assist in the scalability of managing employees. Leapsome offers different rights for admin roles and HRBP roles to ensure that user's who manage employees have access to the necessary information and tools they need, while still maintaining privacy and security for all processes.
This article will compare the access level matrix of each module in regard to the rights that pertain to Super admins, admins, and HRBPs, so you understand the benefits of each role, and which situations necessitate a specific role.
As a general rule of thumb, super-admins and admin roles are perfectly fine for a company of size 5-20 employees (or an HR team of 1 or 2).
As companies grow beyond 20 employees, it becomes more important to have clear owners who specialize in the needs of a specific group of employees, which is when you can start using HRBPs to have specific HR team members be responsible for running and maintaining HR processes for that specific group of employees in the organization.
If you would like a user to have access to the general settings, then changing their role to an admin role would be the most beneficial as admins have access to create/edit/deactivate users, as well as updating team membership. HRBP's do not have access to these general settings, and per their role, this access is not necessary to manage their employees appropriately. Admins also have access to allocate and manage competencies in the Competency Framework, whereas HRBP's may only be allowed visibility to the framework in order to view skills pertinent to the employees they manage. Therefore, users who are admins can change and update competencies, to ensure adherence to company values. HRBP's can only have viewing rights to ensure they do not change competency assignments for their teams.
Admins and HRBPs have the same access rights in regard to the meetings module.
Within the review module, admins have access to all reviews (unless visibility for admins is set to no visibility). This means this role has extended visibility rights in comparison to any other role. This makes sense if an individual manages all performance cycles, runs calibration within analytics, or requires that access in order to facilitate deadlines for all teams.
HRBPs, however, only have access to the review cycles of the people they manage, and can only update and edit the peers for those users that they manage within the cycle. This means HRBPS will restrict visibility compared to admins, and they will only see the results of the people they manage.