Contract - Career | Oryon Help Center

Career Tab

Overview

The Career Tab defines the employee’s position within the organization.
It connects each contract to the company’s Career Structure — ensuring that every employee has a clearly defined role, level, and functional classification.

This tab plays a key role in aligning:

Job hierarchy and reporting structure
Compensation and payroll calculations
Analytics for HR planning and headcount tracking

💡When adding a new career step, the system automatically pre-fills the form with data from the current position.
Users should update only the fields that have changed and save the new position to record the career progression.

Main Fields Description

Field	Purpose	Notes / Rules
Area	Defines the operational or business domain (e.g., IT, Finance, Marketing).	Required; pulled from Career → Areas. Determines departmental grouping.
Function	Professional discipline or specialization (e.g., Software Engineer, Accountant).	Required; defines the skill scope and related career path.
Category	Professional level (e.g., Junior, Senior, Manager).	Determines seniority and salary alignment.
Department	The organizational unit responsible for the role.	Optional if Area/Function already defines reporting structure.
Manager / Reports To	Person who supervises the employee.	Can be selected from existing active contracts.
Role Description	Short narrative defining the employee’s duties.	Optional but useful for role clarity and audit.
Job Code / Internal Code	Internal code identifying this role.	Useful for HR reports or integration with ERP.
Start Date / End Date	Defines career assignment duration within this contract.	Defaults to contract duration; editable for internal role changes.

How to Complete the Career Tab

Open the Contract Record.
Navigate to the Career Tab.
Select the Area, Function, and Category — these are mandatory for alignment with HR structures.
Optionally, assign Department, Manager, and Role Description.
Click Save to record the configuration.

💡 Fields such as “Function” and “Category” drive the default salary policy and benefit templates when linked to payroll.

System Logic and Integration

Event	Result / Automation
New Contract Created	Career tab pre-fills with data from the linked Job Offer (if available).
Update to Area/Function	Triggers validation to ensure valid combination with Company and Department.
Category change	Can prompt an update suggestion in the Payroll tab (e.g., salary adjustment).
Contract Validation	Career data locks; editable only by HR administrators.

Best Practices

✅ Ensure that Area, Function, and Category match the Career setup defined in People Management → Career.
✅ Maintain consistent naming conventions across all organizational levels.
✅ Always verify Manager assignments for accurate reporting and approval workflows.
✅ Use Role Description to clarify position duties — improves internal mobility mapping.

💡 Tip

If the contract is marked as External Employee, only the Payroll, Documents, and Cost Management tabs are available.

Contract – Personal Information
Contract – Payroll
Contract – Benefits
Configure Areas, Functions & Categories (cross-link from Career)
Configure Career Skill Requirements (cross-link to Career)
Manage Skills and Qualifications (cross-link from People)

Contract - Career