HR Console

1. Employee Roster

The Employee Roster is where the store maintains the basic information and employment history of its employees, whether they are Active, Inactive, or Terminated.

Active Employees

Active employees are the people who are currently working at the store.

This section can also include employees who were already working at the store before Grace was implemented. As Grace becomes part of the store’s hiring and onboarding process, new employees will begin entering the system through a more structured workflow.

Keeping accurate employee information gives Grace the foundation it needs to automate more of the employee experience.

Inactive Employees

Inactive employees are still associated with the store but are temporarily not working.

For example, a valuable employee may need to leave the country for a month because of a family emergency. The owner may want to keep that employee in the system because the intention is for the employee to return.

Instead of treating that employee as terminated, Grace allows the store to maintain an Inactive status until the employee returns.

Terminated Employees

Terminated employees include people who resigned, abandoned the position, or whose employment was ended by the store.

Owners and managers can maintain important information such as:

Maintaining clear records is important. The better the store documents its processes and employment decisions, the easier it becomes to maintain consistency and retrieve accurate information later when questions arise.

2. Owner Employee Dashboard

The Owner Employee Dashboard gives the owner control over the information, tools, responsibilities, and permissions available to employees.

It also allows the owner to see the employee experience from the employee’s perspective.

The owner can manage information employees may need, including:

One of the most important capabilities of this section is permission management.

Not every employee should have access to every part of the store operation.

For example, a newly hired employee may not initially be authorized to:

As the employee completes training and demonstrates competency, the owner or manager can grant additional permissions.

This allows employee access and responsibilities to grow along with the employee’s training and development.

3. Employment

The Employment section manages the recruiting and hiring side of the employee lifecycle.

This is where owners can build and manage the structure surrounding employment at their store.

Owners can create and manage:

Each position can clearly explain what the store expects from the employee as well as what the employee can expect from the store.

Applications can enter a structured Candidate Pipeline, allowing owners and managers to evaluate applicants and move promising candidates from one stage to another.

Depending on the stage selected, Grace can automatically communicate with the applicant.

For example, Grace can send communications related to:

This creates a more organized and professional hiring experience while reducing the administrative work normally required from owners and managers.

The Employment section can therefore manage much more than job applications. It becomes the beginning of the employee’s journey with the store.

4. Manual, Documents & SOPs

The Manual, Documents & SOPs section becomes the store’s centralized employee knowledge library.

If the store already has an employee manual, the owner can upload it into Grace.

If the store does not have one, that is not a problem.

Grace can provide commonly used topics, sections, policies, and clauses that can help the owner begin creating a store-specific employee manual.

The owner can also maintain:

The goal is to give employees access to the knowledge they need to perform their jobs correctly.

Instead of an employee having to guess, make something up, interrupt a manager, or ask another employee who may provide incorrect information, the employee can have a reliable source of store-approved information available through Grace.

Over time, this creates something extremely valuable:

The store’s operating knowledge no longer lives only inside the owner’s or manager’s head. It becomes part of the store’s system.

One Employee System From Hiring to Development

Grace HR Console is designed to connect the different stages of the employee lifecycle.

Recruit → Evaluate → Interview → Hire → Onboard → Train → Authorize → Manage → Develop → Document

The information created during one stage can help support the next.

A candidate who is hired can become an employee.

The employee can receive the appropriate documents and training.

Permissions can be expanded as training is completed.

Policies and SOPs can remain available whenever employees need them.

Employment records can remain organized throughout the employee’s relationship with the store.

And when that relationship eventually ends, the store can maintain a clear historical record.

The objective of Grace HR Console is not simply to store employee information.

It is to create a structured employee management system that helps owners hire better, train consistently, protect store knowledge, establish accountability, reduce repetitive management work, and give employees the information they need to succeed.