Configure contracts and job positions

Before you start

Talento turns information that is often scattered across spreadsheets, documents, and isolated decisions into a connected system. You can define how work is organised, assign a contract to each employee, prepare effective-dated salary structures, and retain every compensation revision in their history.

The aim is not merely to store a salary. By connecting job positions, contracts, and salary tables, you can:

• apply consistent criteria to people doing comparable work;
• prepare future reviews without changing current remuneration;
• check who a new table will affect before applying it;
• explain where each amount came from and when it took effect;
• reduce errors involving legal entities, currencies, working time, seniority, or classification;
• provide better data for cost reports, job valuation, and pay equality.

iInformation

This guide is for administrators, HR teams, and managers with authorised access. Employees do not manage their contracts or salaries through this workflow. What each manager can review or change depends on their permission and employee scope.

Configuration is available from Contract settings. The options shown depend on the account's modules and your permissions.

Prepare the structure before creating contracts

Before adding contracts or salary tables, review these parts:

1. Legal entities. Each job position, concept, and salary table must belong to the correct entity.
2. Contract categories. Define the contract types that administrators can select.
3. Contract end reasons. Maintain a clear list for classifying ended contracts.
4. Working times. Define options such as full-time, part-time, or reduced hours.
5. Professional groups, families, and levels. Create a stable classification without spelling variants or duplicates.
6. Salary concepts. Give remuneration components consistent names and meanings.
7. Job positions. Connect the classification to duties, valuation, and salary references.

Short, stable codes make imports and reviews easier. Avoid putting years in the name of a permanent classification; dates belong to salary-table versions.

Design your job architecture

In Job positions, create each position within its legal entity and complete only the classifications your organisation uses:

• professional group, to organise positions within a common professional framework;
• job family, to group work within the same discipline or function;
• professional level, to represent progression or scope;
• competency category, to connect competency expectations;
• code and CNO, where your classification method requires them.

Add a description, duties, and requirements so that the position explains the work rather than the individual who currently holds it. You can also link required training; Talento uses this relationship in training compliance.

To value the position, score education, experience, responsibility, and working conditions. The weights are configured in Job valuation and produce a total score when you save.

You can add a minimum, maximum, and currency as the position's salary reference. This range is useful for analysis and guidance, but it does not replace the versioned rules of a salary table.

✓Tip

Classify a position according to its content and responsibility. Do not create a separate position simply because two employees have different salaries; use contracts and revisions to represent each individual's circumstances.

Configure salary concepts

In Salary concept types, define the components used by contracts and tables. Each concept belongs to a legal entity and can include:

• name and code;
• category: base, personal, job-related, performance, or non-salary;
• usual frequency;
• whether it is taxable.

For an amount in a table, you can choose its specific frequency, whether it is prorated by workload percentage, and whether it is included in annual gross salary. Non-salary concepts are excluded from the table's gross-salary calculation.

A job position can have default concepts. When you create a contract for that position, Talento copies those concepts to the employee. If you change the position on a contract, Talento regenerates the list from the defaults for the new position.

!Warning

Before changing the job position on a contract, review its custom concepts. The change replaces the list with the default concepts for the new position.

Create and maintain an employee's contract

From Employees, open the employee record and select Contract. When creating a contract, complete:

1. contract category and working-time type;
2. start date;
3. job position;
4. annual leave days;
5. currency and initial annual gross salary;
6. workload percentage;
7. end date and reason, if already known.

The salary entered when you create the contract generates the first compensation revision. After that, salary is no longer changed by editing the contract's general details: add a new manual revision or apply a salary-table version.

The workload percentage is also retained in each revision. Rules marked for proration adjust their amounts to that percentage when comparing a table.

Take particular care with dates. An end date requires an end reason; changes to start or end dates can affect annual-leave calculations. If you enable the creation of a departure process, Talento will try to generate the relevant offboarding process.

Do not delete contracts to correct current conditions. The active contract is protected, and the history preserves continuity in the employment relationship. Correct editable data or create a new contract when that reflects the real situation.

Result

You can check the result on the settings page, in the relevant list, or in the status described in the steps above.

Common problems

If an option is missing, check the active module, the specific permission, and the record scope. If the settings are correct and the problem continues, keep the message shown and contact support.