ANONYMIZED CASE · CPG
Negotiated workforce separation, governed on the graph and signed for the case file
A leading mass consumer goods organization validated HR Off-boarding by migrating its negotiated workforce-separation workflow from a legacy low-code platform (case-management LCDP) to EAFlow: visual workflow by HR role, form adapted by legal entity and country, multi-stakeholder audit trail and a signed consent held with per-jurisdiction retention, with the separation event reaching the HCM/ERP by service, without double entry or extending the core.
The validation showed that the solution works on the client's operation and the value it delivers: negotiated separations governed end to end, with a signed, traceable case file and the audit trail ready for the labor audit.
The challenge
In a multi-entity consumer-goods manufacturer, negotiated workforce separation is usually handled with a workflow built on a legacy low-code platform. The problem is not the lack of a process: it is that the negotiated process lives trapped in proprietary platform structures, isolated from the rest of the operation.
- The negotiated process is locked inside the legacy LCDP: per-entity forms, per-jurisdiction legal instruments and the case file sit in proprietary structures that are hard to maintain.
- The per-jurisdiction form changes mandatory fields and deadlines by country (mutual separation, rupture conventionnelle, mutuo disenso); every hard-coded rule adjustment is a technical project.
- The audit trail is rebuilt from emails: who requested, who processed, who approved, what was signed is reassembled before every labor audit.
- Consent lives in email: the negotiated agreement and its signature circulate by mail, without per-entity and per-country retention.
- The separation event is entered twice and the point-to-point integration breaks the ERP upgrade path.
Negotiated separation is not sustained by a locked-in workflow. It is sustained by a workflow that is governed and connected to the employee, the legal entity and the jurisdiction, with a signed, traceable case file.
The EAFlow solution
HR Off-boarding is a CPG vertical accelerator built on the cross-cutting solutions Workflow + evidence + signature and the common Operational Graph layer of EAFlow Platform, operating alongside the client's corporate HCM/ERP by service — without extending the core. The validation covered, on the client's negotiated-separation workflow:
- Migration from the legacy LCDP, preserving the regulatory model. The per-entity forms, per-jurisdiction legal instruments and case-file model that lived on the legacy low-code platform were migrated to EAFlow, preserving the business model, without rewriting the process from scratch.
- Each case connected to the employee, the legal entity, the HR role and the jurisdiction. Employee, legal entity, HR role, country/regulation, signed documents and workflow tasks become first-class entities of the Operational Graph.
- Visual workflow for the negotiated case with Requesting Manager → Payroll Administration → Payroll Approver; the state of each task is queryable on the graph, not rebuilt from emails.
- Form adapted by legal entity and country with no hard-coded rules: the graph knows the entity and routes the correct form according to the applicable legal instrument.
- Multi-stakeholder audit trail with activity history, notes, versioned attachments and tasks, each action signed by its author.
- Case file with electronic signature: the negotiated consent produces a signable PDF held in the graph with per-entity and per-country retention — its productive use with full legal validity is subject to signature-provider and per-jurisdiction legal-framework validation.
- Integration with the HCM/ERP by service: when the flow closes, the separation event becomes available for the corporate HCM/ERP to pick up over the bus, without manual double entry and preserving the upgrade path (clean-core).
- Governed querying over the off-boarding corpus: cases, states, case files and per-jurisdiction deadlines are answered on the graph, citing the case and the node, always with governed agents and human-in-the-loop.
The HCM/ERP connection and jurisdiction coverage are established by a scope agreed during discovery. The accelerator operates alongside the corporate HCM/ERP, without replacing it or extending its core.
What was validated
The exercise ran on the client's negotiated-separation workflow, migrated from the legacy low-code platform. The Payroll / HR team walked the full cycle: migration of the regulatory model, classification by legal entity and jurisdiction, visual workflow by HR role, per-entity and per-country form, multi-stakeholder audit trail, case file with electronic signature, integration of the separation event into the HCM/ERP by service and governed querying — with the roles of Requesting Manager, Payroll Administration and Payroll Approver on the same governed workflow.
Demonstrated capabilities
- Operational Graph as the common context layer.
- Migration of the regulatory model from the legacy LCDP, preserving structure.
- Traceability employee ↔ legal entity ↔ HR role ↔ jurisdiction ↔ documents ↔ tasks.
- Visual workflow by HR role with queryable state.
- Per-entity and per-country form with no hard-coded rules.
- Multi-stakeholder audit trail signed by author.
- Case file with electronic signature and per-jurisdiction retention.
- Integration of the separation event into the HCM/ERP by service, clean-core.
- Natural-language querying over the off-boarding corpus, citing the source.
Observed outcome
The negotiated-separation process moved from "trapped on a legacy low-code platform" to operating governed on the graph, with a signed, traceable case file. The audit trail stopped being rebuilt from emails and became a by-product of the flow; consent stopped living in mail and is now held with per-entity and per-country retention; and the separation event reaches the HCM/ERP by service instead of being entered twice by hand.
The validation confirmed that the accelerator migrates and governs the negotiated-separation workflow preserving the client's regulatory model and integrating with the HCM/ERP by service, without extending the core.
Why it matters for other organizations
The pattern repeats across multi-entity CPG organizations: negotiated separation lives on a legacy low-code platform, with per-jurisdiction forms that are hard to maintain and a case file reassembled before every labor audit. Migrating the workflow to an accelerator on the Operational Graph — preserving the regulatory model, without rewriting from scratch or extending the ERP core — reduces both maintenance risk and labor-audit risk.
Starting with a bounded, regulated workflow is also a low-risk point of entry: the same Operational Graph that governs off-boarding later sustains other workflows, evidence and third-party operations.
How it scales — related solutions
The governed workflow and its case file are reused on the same Operational Graph:
- Toward the other CPG vertical accelerators Budget Workflow — CAPEX/OPEX + ERP · Supplier Service Desk
They share the workflow + master data + integration-by-service pattern; all three coexist in the same tenant.
- Toward document evidence Document Governance & Evidence
Signed case files and their per-jurisdiction retention are governed with the full document flow.
- Toward processes Process & Architecture Modernization / Process Knowledge
The off-boarding process connects to the client's modernized process corpus.
- Toward risk and control Risk & Control Assurance
Controls over the separation process (segregation, retention, labor compliance) connect to the assurance model.
- Toward inventory Live IT Inventory
The HCM/ERP and the signature engine connect to the portfolio application inventory.