Offboarding Coordination

What this capability handles

How it works in detail.

Offboarding Coordination handles employee exits cleanly and on time, which is where mid-market companies quietly carry the most risk. When someone leaves, access often lingers, exit comms are inconsistent, assets go unrecovered, and knowledge walks out the door. Each of those is a security, compliance, or continuity exposure. This capability is for people ops teams in companies of 80 to 800 employees who want every exit closed out on schedule and to the same standard, without the last day turning into a scramble. The outcome is a controlled exit: access removed when it should be, comms sent, assets back, and the handoff documented. Operationally it runs a fixed sequence. It reads the exit record, then removes access on schedule, then sends exit comms, then tracks asset recovery, and finally logs the handoff. It works inside your existing systems: the HRIS, the identity provider, email, and messaging. It draws on the data you maintain: the exit record, the access matrix, the asset inventory, and approved comms templates. For each departure it produces removed access, sent communications, a tracked asset-recovery status, a closed knowledge-transfer checklist, and confirmed final-day tasks. The decision logic is deliberate. It uses exit-type rules and the access matrix to sequence removal in the right order and to flag risk items as they surface. Exceptions are routed, not forced: sensitive exits, legal-flag cases, and asset-recovery issues go to the HRBP for direct ownership, because those moments need judgment and care. It hands to a human on three conditions: a sensitive-exit flag, legal context, or an unrecovered-asset threshold. Confidentiality is preserved on sensitive cases, and every action is logged and reviewable, so the HRBP has a clear audit trail of what was removed, sent, and recovered. This capability fits best when the access matrix is current, the asset inventory is accessible, and exit-comms templates are approved. Its primary measure is access removal on schedule, with a target above 98%. It carries 10-20% of the role's volume, and 15-25% of the role's impact comes from access-off-boarding discipline and risk reduction. The result is exits that close on time with far less exposure: no orphaned access, no missing assets, and a documented handoff every time, so the people ops team can trust that departures are handled rather than hoped through.