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Zelibri

Beta

Zelibri supports HR teams across recruitment, onboarding, employee records, development, performance, compensation, and offboarding. AI-assisted features help with analysis and workflow support while keeping HR decisions auditable and human-controlled.

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Beta operating manual

Zelibri beta HR manual

Operate employee, recruitment, onboarding, performance, compensation, and AI-assisted HR workflows with human accountability.

Manual
Version 1.0
Product
Zelibri frontend 1.0.0 beta
Verified
July 15, 2026
Language
English · Source
Owner
Zelibri HR product and support
Source
zelibri · cf02363
Review cycle
45 days
Start here

Audience, scope, and prerequisites

Covers HR beta workflows exposed by the current tenant. Employment decisions, compensation, termination, recruitment screening, and AI recommendations require applicable policy, legal authority, and accountable human approval.

Who this is for

  • Authorized HR professionals
  • Hiring managers and reviewers
  • Zelibri administrators, auditors, and support

Before you sign in

  • A tenant-scoped Zelibri role
  • A lawful HR purpose and approved retention basis
  • Role-specific authorization for recruitment, compensation, performance, or termination
  • A human decision owner for every AI-assisted workflow
Access model

Roles and responsibilities

RoleAccessResponsibilities
HR userView and maintain permitted employee, candidate, onboarding, and review records.
  • Use minimum necessary data
  • Maintain provenance and accuracy
Hiring or people managerReview assigned candidates, interviews, onboarding, goals, or performance activity.
  • Avoid conflicts and bias
  • Record evidence for decisions
HR administrator or auditorUse sensitive compensation, termination, analytics, and governance functions when assigned.
  • Enforce separation of duties
  • Review AI and access logs
Workspace map

Navigation

Dashboard

/{locale}/v1/dashboard

Review authorized HR summaries.

Employees

/{locale}/v1/employees

Find, create, and review employee records.

Recruitment

/{locale}/v1/recruitment

Manage openings, candidates, applications, and interviews.

Onboarding

/{locale}/v1/onboarding

Manage templates and onboarding work.

Performance

/{locale}/v1/performance

Review goals and performance workflows when enabled.

Compensation

/{locale}/v1/compensation

Use restricted compensation workflows.

Analytics

/{locale}/v1/analytics

Review aggregate HR signals with appropriate privacy controls.

Chapter 01

Manage employee lifecycle records

One accurate employee identity should anchor organization, onboarding, performance, and compensation relationships.

Procedure 1.1

Create an employee record

Create a tenant-scoped employee after identity, employment, and authorization checks.

  1. 1
    Search Employees

    Check name, work email, employee identifier, and prior employment records.

  2. 2
    Open New employee

    Proceed only when HR authorization and source documents exist.

  3. 3
    Enter minimum required data

    Record identity, employment status, organization unit, position, manager, dates, and required contact fields.

  4. 4
    Review sensitive fields

    Verify legal name, dates, identifiers, compensation references, and any special-category data against the approved source.

  5. 5
    Save and verify relationships

    Open the employee detail and confirm organization, position, and manager.

Expected result

One accurate employee record exists in the correct tenant with valid organization and position relationships.

Procedure 1.2

Start and monitor onboarding

Apply an approved template and assign accountable owners and dates.

  1. 1
    Verify the employee record

    Confirm start date, role, location, manager, and onboarding scope.

  2. 2
    Choose the template

    Use the current template for the employment type and jurisdiction.

  3. 3
    Review generated tasks

    Confirm owners, due dates, dependencies, access requests, training, and required evidence.

  4. 4
    Start the workflow

    Notify responsible owners through the approved process.

  5. 5
    Monitor exceptions

    Resolve overdue, blocked, or inapplicable tasks without falsely completing them.

Expected result

A role-appropriate onboarding workflow is active with clear owners, due dates, and evidence state.

Chapter 02

Recruit and review fairly

Selection decisions must be job-related, evidence-based, explainable, and made by accountable humans.

Procedure 2.1

Create and progress a candidate application

Maintain one candidate identity and a traceable application for the correct opening.

  1. 1
    Search candidates

    Check email and identity before creating a duplicate.

  2. 2
    Create or link the candidate

    Record only the recruitment data approved for the process.

  3. 3
    Link the application

    Choose the correct opening, source, stage, owner, and consent/notice state.

  4. 4
    Record evidence

    Use job-related interview notes and assessment results; exclude prohibited criteria.

  5. 5
    Change stage deliberately

    Record the human decision, reason, and required communication.

Expected result

The candidate has one traceable application with a job-related human-owned decision history.

Procedure 2.2

Review an AI-assisted HR output

Treat scores, summaries, suggestions, and generated decisions as unverified input.

  1. 1
    Identify the system and purpose

    Confirm the AI feature is approved for the exact HR workflow.

  2. 2
    Inspect inputs and missing context

    Check whether source records are complete, lawful, current, and relevant.

  3. 3
    Review for unsupported inferences

    Reject sensitive-attribute inference, proxy discrimination, fabricated facts, and conclusions beyond the source.

  4. 4
    Apply human criteria

    Use documented job or policy criteria and consider reasonable accommodations and exceptions.

  5. 5
    Record the decision owner

    Document whether the suggestion was accepted, changed, or rejected and why.

Expected result

The final HR decision is attributable to a human and supported by lawful, relevant evidence rather than an unexplained AI output.

Chapter 03

Control performance, compensation, and termination

High-impact employment actions require stronger authorization, review, and evidence than ordinary profile maintenance.

Procedure 3.1

Review a sensitive employment action

Use separation of duties for performance, compensation, or termination changes.

ForHR administratorAuthorized manager
  1. 1
    Confirm authority and jurisdiction

    Verify policy, legal review, effective date, and required approvers.

  2. 2
    Review source evidence

    Check employee identity, contract, goals, review history, compensation basis, and documented process as applicable.

  3. 3
    Prepare the exact action

    Enter the smallest change and verify amount, currency, date, status, reason, and downstream integrations.

  4. 4
    Obtain independent approval

    Use the required HR, management, legal, payroll, or works-council review.

  5. 5
    Execute once and verify

    Confirm employee status and downstream tasks without repeating the action.

  6. 6
    Restrict and retain evidence

    Apply the approved visibility and retention schedule.

Expected result

The sensitive action is accurate, authorized, independently reviewed, and traceable to source evidence and an accountable decision-maker.

Operating rules

Security and data handling

  • Use minimum-necessary HR data and tenant-scoped roles.
  • Require human review for every AI-assisted employment decision.
  • Separate preparation and approval for compensation, termination, and other high-impact actions.
  • Do not place employee or candidate data in ordinary tickets or AI prompts outside approved systems.
  • Review analytics for re-identification, bias, and inappropriate sensitive-attribute inference.
Current release

Known limitations

Read before relying on an unsupported workflow

These limits describe the source-pinned Zelibri frontend 1.0.0 beta scope and must be rechecked when the product changes.

  • Zelibri is beta and modules or actions may be incomplete, feature-flagged, or tenant-specific.
  • Visible AI, agentic, GenUI, and MCP surfaces do not expand a user’s HR authority.
  • API documentation includes sensitive actions such as termination that may not be exposed or approved in the UI.
  • Recruitment, performance, compensation, payroll, learning, and analytics behavior requires jurisdiction-specific acceptance.
  • Aggregate analytics can still reveal individuals in small groups.
Problem solving

Troubleshooting

You cannot sign in to Zelibri

Likely cause: The session expired, the identity is not assigned to the application, or the tenant claim is missing.

  1. Open the application from the approved portal and complete sign-in again.
  2. Confirm that the correct organizational identity and tenant are selected.
  3. If access is still denied, record the time and request an entitlement check from support.

A documented action or navigation item is not visible

Likely cause: The current role, release, tenant configuration, or feature flag does not expose that operation.

  1. Confirm the role and prerequisites listed for the procedure.
  2. Reload the page after signing in again; do not attempt to bypass the interface through direct URLs.
  3. Ask the product owner whether the feature is enabled for the tenant before reporting a defect.

A saved change or background operation is not visible

Likely cause: Validation failed, processing is still running, or the current view is stale or filtered.

  1. Review inline validation, status indicators, filters, and the selected tenant or workspace.
  2. Refresh once and search for the item by its stable name or identifier.
  3. Do not repeat irreversible or externally visible actions until the original operation status is known.

An employee or candidate appears duplicated

Likely cause: A record was created without a complete identity search or an integration created another entry.

  1. Stop downstream actions on both records.
  2. Compare stable identifiers and relationships under HR authorization.
  3. Use the approved merge/correction process; do not delete evidence informally.

A sensitive action has the wrong state or value

Likely cause: Input, approval, effective-date, role, or downstream integration state is inconsistent.

  1. Do not repeat the action.
  2. Preserve the record ID, approvers, time, and exact expected state.
  3. Escalate through HR and product support before manual compensation or termination workarounds.
Escalation

Contact support

Contact support when

  • A repeatable Zelibri error blocks an approved workflow
  • Expected data, permissions, or tenant boundaries appear incorrect
  • A security, privacy, compliance, or data-loss concern is suspected
  • Employee or candidate data may be visible across tenants
  • An AI output may have influenced a high-impact decision improperly
  • Compensation, termination, or employment status is incorrect

Include

  • The page, action, and expected result
  • The exact error text and time of occurrence, including time zone
  • Your tenant, role, browser, and a sanitized record or item identifier
  • Whether the problem can be reproduced and which troubleshooting steps were tried

Never include

  • Passwords, access tokens, API keys, recovery codes, or session cookies
  • Unredacted personal, health, financial, or other regulated data
  • Private encryption keys or complete confidential documents unless an approved channel is provided
  • Full employee files, candidate documents, salary data, health data, national identifiers, or unredacted performance records
Contact support