HR systems that run on a defined process anyone can follow
Hiring through offboarding, documented and auditable at every step.
● The Full Lifecycle
What sits inside this practice
The full employee lifecycle, from the requisition opening to the exit interview closing.
Candidate Sourcing and Screening
Onboarding and Employee Integration
Payroll Administration
Benefits Enrollment and Administration
Employee Records Management
HR Compliance Documentation
Performance Management Systems and Support
Training and Development Coordination
Employee Relations Support
Offboarding and Exit Processing
● The Recurring Gaps
Where HR functions typically get stuck
The process lives in one person’s head
Onboarding works because someone remembers the sequence. When that person is out, or leaves the organization, the process falls apart. New hire onboarding slows down, paperwork gets missed, and nobody knows exactly how to get things back to normal.
Hiring capacity moves in the wrong direction
Hiring needs spike during a growth phase or right after an acquisition; exactly when the HR team has the least room for error or delays. Roles sit open, the pipeline thins, and screening quality drops under volume.
Compliance holds until someone checks
Employee files are complete in most places. The gaps surface during an audit, a claim, or a diligence request, and closing them becomes an exercise in reconstruction across systems, inboxes, and folders.
● How Capabilities Apply
How every capability applies to people operations
Clients engage one or more of these at their discretion. Sometimes a process redesign is the whole engagement. In others, automating one high-volume part of the cycle is all that is needed. Where a people operations team is deployed, it runs under an ISO 9001 certified quality framework with supervision and quality assurance at every stage.
One capability or all of them. Whichever way an engagement starts, the same standards govern the work.
Strategy & Advisory
A comprehensive assessment of the people operating model is conducted: where the handoffs break, which steps exist only as habit, and what the current hiring and onboarding cycle costs in time and productivity. The output is a baseline and a sequenced plan.
Operations & Process Engineering
The workflows get documented and redesigned. A standard requisition-to-offer sequence, a defined onboarding path, records handling mapped to retention requirements, and a control environment built to ISO 9001 quality standards.
Technology & AI
Automation gets applied to the parts of the cycle that repeat. Screening and scheduling on high-volume requisitions, document generation and routing during onboarding, and reporting that the HR team does not need to assemble each cycle.
Managed Services
An experienced people operations team runs the system as needed, with supervision and accountability provided by dedicated senior HR professionals. Team performance is benchmarked and reported against an agreed baseline set at the start of the engagement.
● Running Modern HR
The systems running modern people operations
Platform-agnostic. Solutions are designed around your current stack. When new platforms are in scope, the same team can advise on changes to improve throughput and accuracy.
Disclaimer: All product names, logos, and brands are property of their respective owners. Use of these names, logos, and brands does not imply endorsement.
● Frequently Asked Questions
Questions HR leaders ask
Does an engagement require outsourcing our HR function?
No. Clients engage Cordatus for one or more of the capabilities outlined above at their discretion. Sometimes a process redesign or automation buildout is all that is required. When clients need to augment their team with experienced HR professionals, managed services can be applied.
What happens to our existing HR team?
They become the best source of information on how the function actually runs. They know where the exceptions and the inefficiencies sit, and they help identify and quantify them. As efficiency improves, that team spends less of its week on repetitive, low-value work and more of it on work that calls for their experience and judgment.
Who is doing the work, and what are their qualifications?
Every engagement is supervised by senior HR professionals who are accountable for the outcome. The people handling day to day execution are trained on the documented process and work inside an ISO 9001 certified quality framework. Where a client’s situation calls for a specific credential, certified HR practitioners are brought onto the engagement.
Is this a recruiting or staffing service?
No. Cordatus does not place candidates on a contingency or retained basis. Candidate sourcing and screening sit inside this practice because hiring is one stage of the employee lifecycle this team operates, alongside onboarding, records, payroll, and offboarding. The engagement is running the function, and hiring is one part of it.
Is Cordatus an employer of record or a PEO?
No. Employees remain employed by the client under the client’s existing structure. Cordatus operates the people function on the client’s behalf and does not enter into a co-employment arrangement or take on employer of record obligations.
Do we have to change our HRIS or payroll platform?
No. Cordatus does not require any changes to client tech stacks. There are no reseller agreements and no preferred platforms. Where a migration is genuinely the right move, that case gets made with numbers behind it.
How is employee data protected?
Cordatus runs inside an ISO 27001 certified information security environment, with access controls and data handling protocols mapped to GDPR and HIPAA requirements where the sector demands it.
Do you work with private equity backed companies?
Yes. Typically right after an acquisition or inside a value creation window, and frequently involving consolidation of people operations across newly combined entities with different systems and policies.
How does an engagement start?
With an assessment. It maps the current hiring and onboarding cycle, the systems, and records, and produces a baseline and sequenced plan before anything changes.
Start with an assessment
A consultation looks at how the people function actually runs today and where the risk sits. It produces a read on what is worth changing first.