Paycor

1) Purpose / Outcome

Paycor positions its HR software as a unified database to remove rekeying and keep employee data consistent across workflows. Your outcome is a clean employee record setup that other modules can reliably use.

• Define required employee fields for your organization (minimum viable profile).
• Standardize naming for jobs, departments, locations, and manager relationships.
• Decide what employees can self-update (contact info, banking info where applicable).
• Set a cadence for HR record changes (who updates, when, and how approved).
• Establish data ownership: HR vs Payroll vs Managers.

2) Who is this for + When to use

Use this tab when you’re setting up or maintaining employee profiles, enabling employee self-service, and preparing downstream modules. This is your first stop before payroll/time go-live.

• New implementation → complete before first payroll/time cycle.
• Ongoing ops → use for hires, job changes, terminations, and org changes.
• Managers → follow checklists for what to verify in their teams.
• Employees → use for self-service updates (as enabled).

3) Where in navigation + Related tabs

Employee records connect to nearly everything: pay, time rules, benefits eligibility, and reporting. Treat HR data as upstream; treat payroll/time as downstream.

• Related: Payroll (rates, banking, deductions).
• Related: Time & Attendance (schedules, overtime rules, approvals).
• Related: Benefits (eligibility, enrollment, deductions).
• Related: Reporting & Analytics (headcount, turnover, labor costs).

4) Mental model / Flow

HR records drive “who the person is” and “how they’re categorized” (job/location/manager). Those attributes control what policies apply and what shows up in payroll, time, and benefits.

1. Create/maintain employee profile attributes.
2. Assign organizational structure (manager, department, location).
3. Confirm eligibility tags (full-time/part-time, benefit class if used).
4. Enable self-service for allowed fields.
5. Audit with reports/analytics to catch anomalies.

5) Objects & Terms

These HR terms are commonly referenced in Paycor’s HR and self-service positioning.

• Employee Self-Service (ESS): employees access personal records (pay, schedules, benefits, profile updates depending on setup).
• Unified database: one system reduces duplicate data entry across modules.
• Document/forms: going paperless is a common HR workflow goal in Paycor HR software messaging.
• Manager relationship: drives approvals and visibility in workflows.

6) State machine / Lifecycle

Employee lifecycle generally follows hire → active → changes (job/pay/status) → termination. Specific status names depend on your configuration.

• Hire created (from recruiting/onboarding if used) → employee becomes active.
• Profile changes approved → reflected downstream (pay/time/benefits).
• Termination processed → access and downstream impacts reviewed.
• Not applicable for this tool/tab: precise system states and transition conditions (not publicly detailed in the official pages referenced).

7) Core jobs-to-be-done

HR records work is mostly about standardization and change control.

• Maintain accurate employee identity and org structure.
• Enable ESS to reduce HR manual updates and requests.
• Support operational runs by ensuring rates/roles/policies align.
• Support compliance by keeping records complete and consistent.
• Provide clean inputs for analytics and reporting.

11) Common mistakes

• Inconsistent departments/locations → standardize codes/names before importing.
• Too much self-service too soon → start with low-risk fields and expand.
• No audit cadence → schedule periodic checks (headcount, duplicates, missing managers).
• Manager relationships not maintained → approvals and visibility break.
• Skipping documentation → record why exceptions exist (special policies/roles).

12) Permissions & Roles

Not applicable for this tool/tab: Paycor’s public pages referenced do not provide a detailed permission matrix. Use your internal admin setup and support/training materials for role definitions.

14) What good looks like

• Employee records are complete, standardized, and auditable.
• Org structure supports approvals (managers are correct).
• ESS reduces HR admin work measurably (fewer tickets).
• Downstream payroll/time/benefits runs don’t require manual re-entry.

1) Purpose / Outcome

Paycor positions payroll as intuitive, flexible, and backed by tax and compliance expertise. Your outcome is a consistent payroll cycle with clear cutoffs, clear reviews, and clear proof.

• Define your payroll calendar (cutoff, approval, pay date).
• Standardize what must be reviewed every run (hours, rates, deductions, exceptions).
• Align timekeeping inputs (integrated where possible to reduce re-entry).
• Document who can submit payroll and who must approve.
• Create a rollback/escalation plan (who to contact when issues arise).

2) Who is this for + When to use

Use this tab if you run payroll, validate pay calculations, and resolve exceptions. It’s also helpful for managers to understand deadlines and for HR to understand how changes impact pay.

• Payroll admins → end-to-end payroll cycle.
• HR admins → job/rate changes and deductions coordination.
• Managers → time approval deadlines that affect payroll.

3) Where in navigation + Related tabs

Payroll connects tightly to HR records (who/what), timekeeping (hours), and benefits (deductions). Reporting gives proof after the run.

• Upstream: HR & Employee Records (employee data consistency).
• Upstream: Time & Attendance (hours and overtime inputs).
• Upstream: Benefits (benefit elections → deductions).
• Downstream: Reporting & Analytics (reconciliation and insights).

4) Mental model / Flow

Payroll is a cycle: gather inputs → calculate → review → submit/process → archive for reporting. The fewer manual patches, the safer the run.

1. Inputs: employee changes + time data + deductions changes.
2. Calculate payroll: verify totals and exceptions.
3. Review: spot anomalies (spikes/drops) and resolve.
4. Submit/process: finalize pay delivery per your org’s process.
5. Prove: export/store reports for audit and follow-ups.

5) Objects & Terms

Keep these concepts consistent across your runbook.

• Payroll cycle: repeating schedule of inputs, review, and processing.
• Compliance/tax support: Paycor emphasizes tax and compliance expertise as a differentiator.
• Deductions: items that change net pay; often tied to benefits.
• Exceptions: anything unusual that requires review (missing time, unusual pay changes).

6) State machine / Lifecycle

Payroll typically follows a review-and-approval lifecycle. Exact statuses can vary by configuration.

• Inputs prepared → payroll calculated → review completed → submitted/processed → archived.
• Not applicable for this tool/tab: exact in-app state names and transitions (not publicly detailed in the official pages referenced).

7) Core jobs-to-be-done

You’re optimizing for accuracy, compliance, and speed without cutting corners.

• Run payroll on time with consistent review steps.
• Resolve exceptions quickly with clear ownership.
• Minimize manual entry by using integrated time and unified data where possible.
• Provide proof via reports (totals, changes, audits).
• Communicate cutoffs to HR and managers.

11) Common mistakes

• Unclear cutoff times → publish a payroll calendar with owners and deadlines.
• Time approvals incomplete → enforce manager deadlines; escalate early.
• Not reviewing totals vs last cycle → do a simple variance check every run.
• Deductions changes ignored → add a benefits/deductions review step.
• No saved proof → archive standard reports each cycle for audit and troubleshooting.

12) Permissions & Roles

Not applicable for this tool/tab: public Paycor pages referenced do not publish a detailed permission matrix. Use training/support materials and your admin configuration.

13) Data & Integrations

Paycor emphasizes unified data and integrated time/payroll to reduce duplicate entry. Use Marketplace or developer tools when connecting external apps.

• Prefer integrated timekeeping inputs when possible to reduce manual rekeying.
• For external systems, document field mapping and expected sync behaviors.
• Use Marketplace connectors for common apps; use developer services for custom needs.
• Assign an owner for each integration to manage changes and incidents.

14) What good looks like

• Payroll runs on schedule with predictable steps.
• Exceptions are tracked and resolved with clear ownership.
• Variance checks happen every cycle.
• Reports are archived for proof and reconciliation.

1) Purpose / Outcome

Paycor positions Time as integrated with payroll to eliminate duplicate data entry and reduce costly mistakes. Your outcome is a repeatable time cycle with accurate hours and on-time approvals.

• Define your time capture method (clocking, timesheets, mobile, etc.).
• Set approval cadence (daily vs weekly) and deadlines.
• Align overtime/pay rules with your policies to reduce manual edits.
• Ensure exceptions are visible early (missed punches, overtime spikes).
• Confirm handoff approach to payroll (integrated preferred when available).

2) Who is this for + When to use

Use this tab if you configure time policies, manage time approvals, and prepare hours for payroll. Managers use it for “what to do every week” and “what to check”.

• Time admin → policies, exceptions, payroll handoff.
• Managers → approve time and resolve exceptions.
• Payroll admin → verify time is complete before payroll run.

3) Where in navigation + Related tabs

Time is upstream of payroll and downstream of HR record structure (who reports to whom, which policies apply).

• Upstream: HR & Employee Records (org structure, policy eligibility).
• Downstream: Payroll (hours and overtime feed pay calculations).
• Downstream: Reporting & Analytics (labor visibility and trends).

4) Mental model / Flow

Time is a control loop: capture → detect exceptions → manager resolves → approve → transfer to payroll → review labor outcomes.

1. Employees record time (punches or timesheets).
2. System flags exceptions (missed punches, overtime, anomalies).
3. Managers review and correct/approve.
4. Approved time is used for payroll calculations.
5. Labor visibility improves through dashboards and reports.

5) Objects & Terms

These concepts show up in Paycor’s time & attendance messaging.

• Unified system of record: reduces inaccuracies by using one source of truth across timekeeping and payroll.
• Overtime rules: automated calculation and tracking of overtime hours across pay rules.
• Real-time visibility: dashboards/insights into labor costs and budgeting.
• Exceptions: items that require manager attention before approval.

6) State machine / Lifecycle

Time data usually moves from recorded → reviewed → approved → exported/consumed by payroll.

• Recorded hours → manager review → approval → payroll consumption.
• Not applicable for this tool/tab: exact in-app state names and transitions (not publicly detailed in the official pages referenced).

7) Core jobs-to-be-done

Time admins and managers keep the cycle moving and reduce payroll surprises.

• Ensure employees capture time correctly and consistently.
• Detect and resolve exceptions before cutoff.
• Approve time on schedule to protect payroll deadlines.
• Monitor overtime and labor costs with visibility tools.
• Maintain policies that match your pay rules and local requirements.

11) Common mistakes

• Approving late → missed payroll deadlines; set reminders and escalation.
• Ignoring exceptions until cutoff → review mid-week to spread the work.
• Policy mismatch → overtime rules don’t match reality; update policies rather than patching.
• No variance checks → overtime spikes go unnoticed; scan totals every cycle.
• Manual duplication → re-entering time increases errors; integrate when possible.

12) Permissions & Roles

Not applicable for this tool/tab: public Paycor pages referenced do not publish detailed role/permission matrices for time approvals and admin functions.

14) What good looks like

• Managers approve on time, every time.
• Exceptions trend down over time (policy + training improvements).
• Time-to-pay handoff is smooth with minimal rework.
• Labor visibility improves (overtime and cost trends are known).

1) Purpose / Outcome

Paycor positions benefits administration as a way to reduce administrative work, empower employees, and mitigate compliance risk. Your outcome is a predictable enrollment process with clean deductions into payroll.

• Define your enrollment scope (plans, eligibility groups, timelines).
• Align benefits changes with payroll timing (deduction effective dates).
• Prepare employee communications (what, when, and how to enroll).
• Set verification steps so elections translate correctly into deductions.
• Track completion and follow up with non-responders.

2) Who is this for + When to use

Use this tab for open enrollment, ongoing life-event changes, and auditing deductions alignment with payroll. Managers may help communicate deadlines; employees may use self-service enrollment depending on configuration.

• Benefits/HR admin → plan setup, enrollment management, deduction audits.
• Payroll admin → confirm deductions are accurate before payroll processing.
• Employees → enroll and review selections (if enabled).

3) Where in navigation + Related tabs

Benefits connects to HR records (eligibility) and payroll (deductions). Reporting provides proof (participation, costs, audit trails).

• Upstream: HR & Employee Records (eligibility grouping, employee status).
• Downstream: Payroll (deductions and net pay impacts).
• Downstream: Reporting & Analytics (enrollment status, cost insights).

4) Mental model / Flow

Benefits is a time-bound workflow: prepare → enroll → verify → apply deductions → audit. The critical handoff is “election → deduction”.

1. Plan and eligibility setup.
2. Enrollment window opens and employees select plans.
3. Enrollment window closes; admin reviews completion.
4. Elections drive payroll deductions.
5. Audit payroll to confirm deductions match elections.

5) Objects & Terms

These are common benefits administration concepts in Paycor’s messaging.

• Open enrollment: the primary annual window to choose benefits.
• Eligibility: which employees can enroll (often driven by HR attributes).
• Deductions: payroll entries reflecting benefits costs.
• Compliance risk: benefits administration aims to reduce manual errors that create risk.

6) State machine / Lifecycle

Typical enrollment lifecycle: not started → in progress → submitted → verified → deductions applied.

• Enrollment open → employee submits elections → admin verifies → payroll deductions reflect changes.
• Not applicable for this tool/tab: exact in-app states and transitions (not publicly detailed in the official pages referenced).

7) Core jobs-to-be-done

Benefits admins coordinate people, deadlines, and payroll impacts.

• Run open enrollment with clear timelines and communications.
• Ensure elections translate correctly into payroll deductions.
• Reduce manual work with structured workflows and self-service where possible.
• Audit for accuracy to reduce compliance and employee trust issues.
• Provide proof (completion and changes) via reporting.

11) Common mistakes

• Late communications → employees miss deadlines; start early with reminders.
• Not syncing with payroll → deductions hit wrong paycheck; align effective dates.
• No sample audits → errors discovered after pay; audit before first impacted payroll.
• Eligibility confusion → HR records drive it; validate groups.
• Poor documentation → future disputes; archive reports and change logs.

12) Permissions & Roles

Not applicable for this tool/tab: public Paycor pages referenced do not publish a detailed role/permission matrix for benefits admin.

13) Data & Integrations

Benefits administration often connects to carriers and downstream payroll deductions. Paycor emphasizes streamlined workflows and reducing admin burden; integration details depend on your setup.

• Document how benefit elections translate to payroll deductions in your org.
• Schedule a “deduction audit” step before first impacted payroll.
• If you connect third-party tools, use Marketplace/Integration Platform guidance.
• Assign an owner for each integration touchpoint.

14) What good looks like

• High enrollment completion by deadline.
• Deductions match elections without manual correction.
• Employees know what changed and when it takes effect.
• Audit artifacts exist for questions and compliance.

1) Purpose / Outcome

Paycor positions recruiting and onboarding as integrated talent solutions that reduce manual tracking and create a smoother candidate-to-employee transition. Your outcome is a consistent hiring flow and an onboarding flow that prepares new hires for day one.

• Define your hiring workflow owners (recruiter, hiring manager, approver).
• Standardize job and offer approvals (who approves what, when).
• Build a repeatable onboarding checklist (paperwork, policies, setup).
• Reduce manual tasks via automated workflows where possible.
• Ensure the handoff into HR records and payroll readiness is explicit.

2) Who is this for + When to use

Use this when you’re setting up hiring operations, managing candidate flow, and launching onboarding for new hires.

• Recruiting ops/HR → configure and run hiring/onboarding steps.
• Hiring managers → approvals and candidate status awareness.
• Payroll/HR admins → ensure new hire data becomes payroll-ready.

3) Where in navigation + Related tabs

Recruiting/onboarding sits upstream of HR records and payroll. Reporting helps spot bottlenecks and prove cycle time improvements.

• Downstream: HR & Employee Records (new hire becomes employee record).
• Downstream: Payroll (pay setup readiness).
• Downstream: Time & Attendance (schedule/time policy readiness).
• Related: Reporting & Analytics (recruiting dashboards, bottlenecks).

4) Mental model / Flow

There are two connected pipelines: candidate pipeline and onboarding pipeline. The key is a clean handoff at “hire”.

1. Recruit: create job → approvals → source candidates → screen → interview → offer.
2. Hire: decision + offer accepted → triggers onboarding tasks.
3. Onboard: forms/tasks completed → employee record ready → payroll/time readiness.
4. Prove: track bottlenecks and completion rates with reporting/analytics.

5) Objects & Terms

These concepts are highlighted in Paycor’s recruiting and onboarding positioning.

• Approvals: automated workflows reduce manual tracking of job postings and offers.
• Dashboards/analytics: recruiting dashboards help track status and KPIs.
• Onboarding workflows: automation reduces administrative onboarding tasks.
• Candidate-to-employee transition: integrated handoff reduces re-entry and errors.

6) State machine / Lifecycle

Recruiting often follows a stage-based lifecycle; onboarding follows task completion stages. Exact stage names vary.

• Candidate stages (screen → interview → offer) and onboarding tasks (assigned → completed → verified).
• Not applicable for this tool/tab: exact in-app state names, transitions, and screen flows (not publicly detailed in the official pages referenced).

7) Core jobs-to-be-done

This tab is about speed + consistency without sacrificing quality.

• Move candidates through stages with clear ownership.
• Reduce delays with streamlined approvals.
• Automate onboarding tasks so new hires are ready faster.
• Ensure accurate data handoff into HR records and payroll/time readiness.
• Use reporting to spot bottlenecks and improve the process.

11) Common mistakes

• Approvals not defined → hiring stalls; name approvers and deadlines.
• Onboarding tasks too long → reduce to essentials first; expand later.
• No handoff checklist → new hire not payroll-ready; define required fields.
• Managers not involved → missed day-one readiness; include manager tasks.
• No bottleneck tracking → use dashboards/analytics to find delays.

12) Permissions & Roles

Not applicable for this tool/tab: public Paycor pages referenced do not publish a detailed permission matrix for recruiting/onboarding roles.

14) What good looks like

• Hiring approvals happen without manual chasing.
• New hires complete onboarding essentials before day one.
• Employee records are complete on start date.
• Payroll/time readiness is confirmed before first cycle.

1) Purpose / Outcome

Paycor positions reporting as a way to eliminate silos by pulling data from HR, payroll, time, and talent into one view. Your outcome is reliable “proof” after each cycle and actionable insights over time.

• Define your core scorecard (headcount, hours, wages, turnover, exceptions).
• Set a cadence: after each payroll/time cycle, run your reconciliation set.
• Build a small set of dashboards that answer leadership’s top questions.
• Use trends to guide process fixes (e.g., recurring time exceptions).
• Document definitions so stakeholders interpret metrics consistently.

2) Who is this for + When to use

Use this if you need to prove operational accuracy (admins) or make decisions from workforce data (leaders). Start right after go-live so you catch data and workflow issues early.

• Admins → reconciliation and audit artifacts.
• Leaders → retention, labor, and workforce insight trends.
• Managers → staffing and overtime visibility (as shared).

3) Where in navigation + Related tabs

Reporting is downstream of everything: HR records, payroll, time, recruiting/onboarding, and benefits. If reporting looks wrong, fix the upstream source.

• Upstream: HR & Employee Records (headcount, org structure).
• Upstream: Payroll (wages, deductions).
• Upstream: Time & Attendance (hours, overtime).
• Upstream: Recruiting & Onboarding (pipeline metrics).

4) Mental model / Flow

Reporting is an improvement loop: run → reconcile → learn → fix upstream → run again. Keep it simple at first.

1. Pick your 5–8 core reports/dashboards.
2. Run them on a schedule (post payroll/time cycle).
3. Investigate anomalies and trace to upstream source.
4. Fix the process/policy that caused the anomaly.
5. Track whether the anomaly disappears over time.

5) Objects & Terms

Paycor emphasizes unified workforce data and insights (including retention and turnover visibility) through analytics.

• Unified workforce data: reporting pulls HR, payroll, time, and talent into one view.
• Real-time insights: easy-to-consume insights and visibility into trends (e.g., retention).
• KPIs: recruiting and operational metrics to monitor processes.
• Reconciliation: proving totals are accurate after runs.

6) State machine / Lifecycle

Analytics maturity tends to evolve from descriptive → diagnostic → predictive/prescriptive. Your first month should focus on descriptive + diagnostic (what happened + why).

• Start: basic totals + variances (descriptive).
• Next: root cause categories for anomalies (diagnostic).
• Later: deeper insight programs as your data stabilizes.
• Not applicable for this tool/tab: specific in-product analytics model details (not publicly detailed in the official pages referenced).

7) Core jobs-to-be-done

Reporting turns operational work into proof and improvement.

• Reconcile payroll and time cycles with repeatable reports.
• Detect anomalies early (hours spikes, wage changes, deduction outliers).
• Explain drivers (policy, approvals, data quality issues).
• Share high-level dashboards with stakeholders.
• Measure improvements (exception rate down, cycle time down).

11) Common mistakes

• No definitions → people argue about numbers; document metric definitions.
• Too many reports → nobody uses them; start with core proofs.
• Not tracing root causes → variance checks without fixes don’t improve anything.
• Reporting only at year-end → run after each cycle to catch issues early.
• Blaming reports → fix upstream data and workflows instead.

12) Permissions & Roles

Not applicable for this tool/tab: public Paycor pages referenced do not provide a detailed reporting access matrix. Use admin configuration and training materials to set report visibility.

14) What good looks like

• Every cycle has archived proof reports.
• Variances are explainable and trending toward stability.
• Leaders trust dashboards and act on insights.
• Operational exceptions decrease over time.

1) Purpose / Outcome

Paycor emphasizes that you get “the best of both worlds”: core HR software plus easy connections to third-party apps. Your outcome is a stable integration ecosystem with clear ownership and low incident rates.

• Create an integration inventory (app, purpose, owner, data direction).
• Choose Marketplace vs custom based on complexity and supportability.
• Document data mapping for each integration (fields + timing).
• Define a test plan for changes (before enabling org-wide).
• Set monitoring: what indicates the sync is failing.

2) Who is this for + When to use

Use this tab when you’re connecting new tools, troubleshooting sync issues, or setting up governance for changes. It’s for admins partnering with IT and integration owners.

• Admins → manage app connections and change control.
• IT/Identity → ensure user lifecycle and access patterns are safe.
• Business owners → define why an integration exists and what success looks like.

3) Where in navigation + Related tabs

Integrations touch every module depending on what you connect (time, recruiting, benefits, analytics). Keep your integration map linked from each module’s runbook.

• Related: HR & Employee Records (source of identity attributes).
• Related: Payroll (deductions, payments, finance exports).
• Related: Recruiting & Onboarding (candidate tools, background checks, etc.).
• Related: Reporting & Analytics (data exports/BI workflows).

4) Mental model / Flow

Integrations are products: they need owners, documentation, testing, and lifecycle management.

1. Discover need → define purpose and success metric.
2. Select approach: Marketplace vs Developer path.
3. Map data: fields, frequency, and edge cases.
4. Test with pilot group.
5. Roll out, monitor, and document changes.

5) Objects & Terms

Paycor describes its integration capabilities as a three-part platform.

• Paycor Marketplace: catalog of third-party apps and connectors.
• Developer Services: partner/custom integration assistance.
• Developer Tools: tools that support building/maintaining integrations.
• Integration owner: accountable person for uptime and changes.

6) State machine / Lifecycle

Integration lifecycle should be managed explicitly even if the connector is “plug-and-play”.

• Proposed → approved → piloted → live → monitored → updated → retired.
• Not applicable for this tool/tab: Paycor’s public pages referenced do not provide a standard connector state model; define your own governance.

7) Core jobs-to-be-done

You’re preventing silent failures and rework.

• Choose the simplest integration approach that meets requirements.
• Keep mappings and owners documented.
• Test changes before they impact payroll/time cycles.
• Monitor and respond to sync issues quickly.
• Retire unused integrations to reduce risk.

11) Common mistakes

• No integration inventory → nobody knows what’s connected; keep a living map.
• Syncing too many fields → failures increase; start minimal.
• No pilot testing → payroll/time impacted unexpectedly; always pilot.
• No monitoring → silent failures; define what “healthy” looks like.
• Unclear ownership → issues stall; assign owner + backup.

12) Permissions & Roles

Not applicable for this tool/tab: public Paycor pages referenced do not publish a detailed role/permission model for integration administration and security. Use your internal admin/security setup and training materials.

14) What good looks like

• Every integration has a clear business purpose and owner.
• Mappings are documented and tested.
• Failures are detected quickly (not discovered at payroll time).
• Integrations are reviewed periodically and retired when unused.

1) Purpose / Outcome

Support and training are your safety net: they reduce downtime, prevent repeated mistakes, and shorten the ramp-up for new admins and managers. Your outcome is a reliable help path and ongoing enablement.

• Set a clear internal support path (who handles what).
• Assign a primary and backup admin for each module.
• Use the Training Hub for structured learning and certifications.
• Document “critical cycle” escalation (time cutoff, payroll cutoff).
• Track recurring issues and turn them into training or process changes.

2) Who is this for + When to use

Use this tab whenever you need to onboard a new admin/manager, troubleshoot an incident, or run a process improvement cycle.

• Admins → training plans, support cases, incident handling.
• Managers → quick enablement for approvals and self-service guidance.
• Employees → know where to go for help (typically HR admin first).

3) Where in navigation + Related tabs

Support and training should be linked from each module’s runbook so people don’t hunt during an incident.

• Related: Platform Basics (first-week plan + runbooks).
• Related: Payroll and Time & Attendance (cutoff incidents and urgent issues).
• Related: Integrations (sync failures need escalation paths).

4) Mental model / Flow

Think in tiers: self-help (training/docs) → internal admin triage → Paycor support escalation.

1. Identify the issue and its impact (payroll/time cutoff risk?).
2. Check internal runbook and training references.
3. Triage internally (admin owner investigates).
4. Escalate to Paycor Support Center if needed.
5. Document resolution and update runbook/training.

5) Objects & Terms

These are key support/training resources emphasized on Paycor’s official pages.

• Paycor Training Hub: on-demand courses, tutorials, webinars, certifications.
• Paycor Support Center: admins can log in to get help, chat, and create cases.
• Services & Support: official support contact and guidance.

6) State machine / Lifecycle

Support issues should have a clear lifecycle to prevent repeats.

• Reported → triaged → resolved → documented → prevention step added.
• Not applicable for this tool/tab: exact in-tool case workflow states (not publicly detailed in the official pages referenced).

7) Core jobs-to-be-done

This tab is about reducing downtime and increasing confidence.

• Ramp up new admins and managers quickly via training.
• Handle incidents without panic (clear escalation).
• Turn incidents into prevention (runbook updates).
• Maintain a knowledge base of your organization’s decisions and exceptions.
• Keep operational cycles (time/payroll) protected by “red flag” checklists.

11) Common mistakes

• No escalation path → people waste time; publish internal routing.
• Training skipped → repeated errors; use Training Hub baseline.
• Incidents not documented → same fire happens again; update runbooks.
• Employees sent to support → official guidance often routes employees to HR admin first.
• Support only during emergencies → do proactive learning and prevention.

14) What good looks like

• Admins complete baseline training and know module owners.
• Incidents are resolved with documented steps.
• Cutoff-risk issues are escalated early.
• Ticket volume decreases as runbooks improve.