Elome / HR specialist
Elome answers HR questions from the law, your collective agreement and your own policies, and names the clause. It keeps track of HR deadlines and runs on onboarding and offboarding. People make every decision. Elome does not make decisions about people. People do.
The role
Most SMEs have no HR department. The questions come anyway.
Notice periods, holidays, probation, working time. Elome answers from the law, your collective agreement and your policies, and names the clause. Built for Finnish and Swedish employment law (ask for what is next in development).
Fixed-term contracts, probation reviews and statutory duties. Once you switch it on, Elome sends the next two months' deadlines on the first of every month, with who is responsible.
A signed contract or a resignation becomes a plan of tasks with owners and dates. Elome follows each task until it is done.
Example
Pick a situation. See what Elome received and what it returned.
Fictional company and employees.
The task
What Elome read
Employment Contracts Act, your collective agreement and the employee's contract.
Prepared result
Two months, under the Employment Contacts Act, charter 6, section 3. Your collective agreement does not change it.
The manager decides what to do. Every answer names its source, so you can check it.
Where Elome stops
HR touches people's lives. These limits are built into Elome.
Elome does not rank candidates, oick who to dismiss or set anyone's pay. It prepares the material.
Elome does not guess at health, pregnancy, union membership, ethnicity or beliefs, and declines if asked.
Messages to employees, unions or authorities go out only after a person approves them.
Only people your admin clears can being health and conduct records into Elome's work.
Next step
Elome's first job is to go through your HR documents and tell you what is missing or out of date. Tell us how HR runs today, and we'll show you where to start.