# HAV Seafood HR Process & Approval Authority

## Purpose

This workbook defines the static HR process, approval, delegation, escalation, segregation-of-duties and threshold-control architecture for HAV Seafood. It specifies **who is permitted or required to initiate, review and approve HR actions**, while keeping actual requests and approval events outside Phase 1.

It belongs to **Phase 1 — Business Architecture**.

## File

`hav_seafood_hr_process_approval_authority_v1.xlsx`

## Core model

The framework separates:

`Responsibility -> authority -> approval rule -> later approval event`

A manager may be responsible for initiating an action without being authorized to approve it. Likewise, an approval rule is architecture; an actual approval is Phase 3 operational data.

Authority is attached primarily to **roles and structural positions**, not named employees. The actual approver would later be resolved through the current position-incumbency relationship.

## Workbook contents

- **HR_Process_Catalog** — 42 active HR process definitions across workforce, recruitment, employment, compensation, working time, leave, learning, performance, employee relations and HR data governance.
- **HR_Process_Steps** — 243 reusable static process steps describing initiation, review, approval and master-data handoff.
- **Approval_Authority_Levels** — 10 controlled authority/control levels from requester through line management, HR, Finance, specialist, executive and independent review.
- **Approval_Rules** — 42 process-level approval rules covering primary/secondary authority, HR/Finance/Executive review, dual control and self-approval prohibition.
- **Role_Position_Authority** — 25 position-to-authority capability mappings based on the existing `POS-*` management structure.
- **Delegation_Rules** — 8 static delegation principles.
- **Escalation_Rules** — 12 escalation/conflict routes for vacancies, conflicts, exceptions and serious matters.
- **Segregation_of_Duties** — 15 explicit control rules preventing inappropriate self-approval or concentration of incompatible duties.
- **Amount_Threshold_Rules** — 15 synthetic approval thresholds for training, certification, allowances, variable pay and compensation exceptions.
- **Process_System_Mappings** — 54 mappings to the existing enterprise systems landscape.
- **Policy_Process_Mappings** — 42 links from each HR process to its primary governing policy.
- **Control_Parameters** — Architecture population/control values.
- **Source_Mappings** — Relationships to authoritative HR and Shared Enterprise workbooks.
- **Architecture_Notes** — Ownership, legal, delegation, system and story-neutrality boundaries.
- **Data_Dictionary** — Field-level definitions.

## Process distribution

- **Compensation:** 6
- **Employee Relations:** 6
- **Employment Administration:** 7
- **HR Data Governance:** 2
- **Learning & Development:** 3
- **Leave & Absence:** 4
- **Performance & Development:** 2
- **Recruitment:** 4
- **Workforce Establishment:** 4
- **Working Time:** 4


## Authority model

The framework reuses the existing organizational hierarchy rather than introducing a second approval hierarchy. Key control anchors are:

- `POS-HR-MGR` — HR governance/control authority;
- `POS-FIN-MGR` — budget/payroll-impact authority;
- `POS-EXEC-MD` — executive authority for material exceptions and critical outcomes;
- existing department/operational manager positions — routine department and people-management authority;
- `POS-QUAL-MGR`, `POS-IT-MGR` and other relevant specialist positions — specialist control where the process requires it.

Routine approval is resolved through the employee's reporting structure. If a normal approver is vacant, conflicted or the subject of a matter, the escalation framework routes the action to a higher or independent authority.

## Systems

No new workflow platform is introduced. The framework uses:

- `ESYS-005 People & Payroll` as the main HR master/workflow context;
- `ESYS-007 Microsoft 365` for recruitment coordination and controlled supporting documents where needed.

System use in this workbook does not override the Shared Enterprise System/Data Ownership Model.

## Synthetic threshold boundary

All monetary and percentage thresholds in `Amount_Threshold_Rules` are **fictional internal control assumptions** designed for HAV Seafood. They are not Faroese legal requirements, market benchmarks or collective-agreement rules.

## Architecture boundaries

This workbook intentionally does **not** contain:

- HR requests or approval events;
- approver employee IDs;
- approval/rejection timestamps;
- approval comments or reasons;
- delegated-authority periods;
- actual salary-change requests;
- leave approvals;
- recruitment approvals;
- employee-relations decisions;
- audit logs;
- historical changes to authority or thresholds.

Those belong to Phase 3 operational datasets.

## Relationship with other HR architecture

This workbook does not own employee, position, contract, compensation, working-time, leave, training, performance, recruitment or policy master data. It defines the **approval/control layer around actions affecting those masters**.

Examples:

- Positions & Workforce Establishment owns the approved position/seat; this framework controls approval to create or change it.
- Compensation Structure owns grades, bands and current compensation; this framework controls authorization of changes.
- Leave & Absence Framework owns leave types and entitlement rules; this framework controls the approval route.
- HR Policy & Employee Relations owns grievance/disciplinary/investigation process definitions; this framework controls who may authorize formal steps and outcomes.

## Story neutrality

No bottlenecks, control failures, rejected approvals, unauthorized changes, excessive exceptions, conflicted approvers or suspicious approval patterns are seeded. The architecture merely provides the control structure needed to create those patterns deliberately in Phase 2 and generate them in Phase 3.
