People & HR
A seven-page People & HR intranet hub helps employees find policy, benefits and time-off guidance, prepare HR questions, and locate People Operations or their HR business partner.
Every employee gets a seat — priced per employee in Communications & Intranet, quoted with this template ready.
Rolled out to every employee at AutoZone (125,000), PetSmart (50,000+), A.S. Watson and Raley's (20,000) — and at larger retailers we are not permitted to name.
Built for: Professional services · Retail and frontline operations · Healthcare · Manufacturing · Technology
Overview
People & HR is a seven-page intranet site example for employees who need to find people guidance or reach the right HR resource. Its landing page routes readers to HR Policies, Benefits, Time Off, Contact People Ops, Ask HR, and Your HR Business Partner. The pages are task-focused: they tell employees to check the current source, verify scope and definitions, prepare relevant context, and use the established route when more help is needed.
Use this template when creating an employee-facing starting point that brings scattered HR destinations together without presenting sample text as company policy. The policy page includes a policy-links block and checks for older copies and unfamiliar terms. Benefits and time-off pages guide employees through finding current plan or policy information. Contact People Ops and Ask HR explain how to frame an inquiry, while the partner page shows how employees can look up the partner for their team or location. The site uses a horizontal navigation tree so these destinations are available across the hub.
Before launch, replace the fictional Northstar examples, connect Policy Hub and the People app where used, configure the form and directory blocks, and add a verified monitored contact route. This is not a benefits summary, leave policy, request or approval workflow, or substitute for urgent local reporting procedures. Do not use it as the authoritative source for eligibility, coverage, deadlines, or policy interpretation; keep those in approved current sources and link or connect them. Confirm page ownership, access for frontline employees, privacy handling, and review triggers as services or sources change.
Standards & compliance context
- Treat the template as navigation and sample guidance, not as an employment policy, benefits determination, or legal interpretation.
- Have qualified owners validate policy scope, benefit terms, and time-off instructions against current approved sources for each applicable location and employee group.
- Review inquiry forms and contact routes for appropriate handling of sensitive personal information before inviting employees to submit questions.
- Check pages, headings, links, forms, and connected blocks for WCAG 2.1 AA accessibility, including keyboard operation and meaningful labels.
- Keep the local urgent safety reporting route authoritative; the HR partner page explicitly does not replace it.
General regulatory context for orientation only — verify current requirements with counsel or the relevant agency before relying on this template for compliance.
What's inside this template
People & HR
This opening explains who the hub serves and routes employees directly to the HR topic that matches their need.
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People & HR, in one place
Northstar Services employees can use this hub to find people policies, benefits and time-off guidance, or reach People Operations. Northstar Services is a fictional sample organization. For decisions about your situation, refer to the current approved policy or plan information.
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Go to a topic
Choose the page that best matches your question. HR Policies Find published policies and guidance on checking their scope. Benefits Explore benefits topics and prepare a specific question. Time Off Review how to find applicable time-off guidance. Contact People Ops Understand People Operations responsibilities and prepare a clear inquiry. Ask HR Self-serve answers by topic and how to reach HR when you need a person. Your HR Business Partner Who supports your team, what they help with, when to involve them.
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Make your question easier to answer
A little context can help People Operations point you to the right information. Share the topic Name the policy, benefit, or time-off topic you are asking about. Mention the page or document you checked. Quote an unfamiliar term if that would help. Add relevant context Include only details needed to understand the question. Add relevant dates when the question depends on timing. Keep sensitive personal information out of a general inquiry.
HR Policies
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Find and use current policy guidance
Start with the published policy that matches your question. Start with the published policy that matches your question. Check its scope and definitions, then ask People Operations about anything the guidance does not resolve. Policies you can access in Policy Hub appear here when available.
- Published policies
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When you are unsure
Use these checks to narrow down your next step. How do I know whether I have the right policy? Check the policy title, its stated scope, and any definitions or process references. If your situation does not appear to fit, ask People Operations to help identify the applicable guidance. What should I do when a term is unfamiliar? Look for a definitions section or a linked document. Include the term and the policy title in your question so People Operations can clarify it. Can I rely on an older copy I saved? Use the current published version in the approved policy source. If you cannot find a current version, contact People Operations before relying on an older copy.
Benefits
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Explore benefits information
Use current plan information to answer questions about your circumstances. Find the current plan information for the topic you are exploring. Note the term, condition or instruction you want to understand, then use the examples below to prepare a focused question for People Operations.
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Start with the topic
Open the current plan or program information related to your question. Health and wellbeing Find the current plan or program document. Check its definitions and stated scope. Financial programs Locate the current program information. Review any conditions described in the source. Leave-related benefits Check the current plan documents and time-off guidance. Ask People Operations when the sources do not resolve your question.
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Prepare a benefits question
A focused question can make it easier to identify the right source. Name the topic Identify the benefit or program you are asking about and the document you checked. Check the current information Look for relevant definitions, conditions, and instructions in the current source. Note what remains unclear State the specific question and include only the context needed to understand it.
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Need help finding the right source?
Benefits questions and information routing People Operations
Time Off
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Find the time-off guidance that applies
Check the current policy and your organization’s established request route. This example does not state leave amounts, eligibility, approval, or deadlines.
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Prepare before you ask or submit
Read the applicable guidance Check the current time-off policy for relevant definitions, instructions, and the request route. Gather relevant dates Note the dates or date range related to your question. Do not assume a request is approved until the appropriate process confirms it. Use the established route Follow the request method described in the current guidance. If you cannot identify it, ask People Operations where to direct your question.
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Time-off questions
What should I check before raising a question? Review the current time-off guidance and note the section or term that prompted your question. Include relevant dates if they affect what you are asking. Does this page confirm my eligibility or request outcome? No. Refer to the current policy and the applicable review process for your situation. People Operations can help you locate the right guidance. What if I cannot find the request route? Ask People Operations to identify the current route. Avoid sending sensitive personal details through a general contact channel unless you are directed to an appropriate channel.
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Ask People Operations
Time-off guidance and information routing People Operations
Contact People Ops
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Get help from People Operations
Share the topic and what you need help finding. People Operations helps colleagues find policy, benefits and time-off guidance. Use your company’s published People Operations contact route and include the topic and source you have already checked. Keep sensitive personal information out of a general inquiry.
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People Operations responsibilities
Policy, benefits, and time-off information routing People Operations
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Write a clear inquiry
Include enough context to make the topic clear, but keep a general message appropriately scoped. Include Make the request easy to route and understand. The policy, benefits, or time-off topic. The document or page you already checked. Relevant dates, if they help explain the question. Keep private Use an appropriate channel for sensitive details. Do not put sensitive personal information in a general inquiry. Share additional details only when requested through an appropriate channel.
- Company directory
Ask HR
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Start with the right HR resource
For Northstar office and frontline employees People is the starting point for self-serve answers by topic, including examples such as pay and time off, benefits, workplace policies, and personal information. These topics are illustrative; check the information available in People for current guidance. For an official policy document, check Policy Hub . If the information does not answer your question, or you need help with your own situation, use the verified HR contact route shown below. Setup note: Connect People and Policy Hub, and add a monitored HR contact route before publishing. Confirm who owns responses, how employees without app access can get help, and who reviews this page when HR services, policies, or contact routes change.
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Browse common HR topics
Illustrative Northstar examples—not a statement of confirmed policy or available People content. Pay and time off In People, look for answers about pay processes and time-off topics. Check Policy Hub for official rules that apply to your situation. Benefits In People, look for benefits topics and instructions for finding plan information. Use the current plan documents for coverage details and eligibility. Workplace policies Search People for topic guidance and related HR information. Open the published policy in Policy Hub for the authoritative document. Personal information In People, look for guidance on reviewing or updating employee information. Contact HR if you need help with an individual record or cannot access the app.
- Send HR a question
- Official HR policies
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Before you send a question
Include the details HR needs Include the topic, the relevant policy or People page you checked, and any dates needed to understand the issue. Protect sensitive details Share sensitive personal details only through a channel approved for that information. Check the policy scope Policy scope may vary by location or employee group, so check the policy itself before relying on it.
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When you need a person
Use Northstar's verified, monitored HR contact route for questions that need individual help, including when you cannot find an answer in People or Policy Hub or cannot access an app. Add the approved route and instructions before publishing; do not rely on this example page as a contact method. The HR service owner should confirm the response expectations, escalation route for unanswered requests, and a review trigger whenever the contact process or supported HR services change.
Your HR Business Partner
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Your HR business partner
Northstar employees can use the People app to find the HR partner supporting their team or location. At Northstar, HR business partners work with employees and managers on people-related questions and team needs. Their support may include role or organization questions, team changes, workplace concerns, and manager guidance. The examples below are common reasons to reach out, not a complete policy list. Start in the People app: look up your team or location and check the listed HR business partner and available contact details. Partner assignments shown in a connected directory must be kept current by Northstar before this page is published.
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When to involve an HR partner
Contact the partner supporting your team when you need help working through a people-related matter. A team or role is changing Ask for guidance when responsibilities, reporting arrangements, or team structure are changing. Explain what is changing and who is affected. Share the expected timing if it is known. A workplace concern needs support Reach out about a people-related concern at work or when you are unsure which internal route applies. Describe the concern and when it occurred. Use the established local reporting process for urgent safety concerns. A manager needs people guidance Managers can involve their HR partner when they need help understanding options for a team or employee matter. State the question and relevant context. Avoid including sensitive personal details in a general inquiry.
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Your HR partners
Example names; each partner supports a region. Lena Ortiz HR Partner — North Marcus Hill HR Partner — Central Grace Kim HR Partner — South
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Find the right partner in People
Use the People app's current team or location information. Open People Go to the People app and search for your team or work location. Check the HR partner assignment Review the listed HR business partner for that team or location. If the assignment is missing or unclear, ask your manager to help identify the correct partner. Use the available contact details Contact the partner using the details shown in People. Include the topic, relevant context, and any timing that affects your question.
- Find people in Northstar
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Urgent safety concerns and policy guidance
An HR business partner is not a substitute for Northstar's established local process for urgent safety concerns. Follow the reporting process that applies at your work location. Check the relevant guidance in Policy Hub for the approved instructions and scope; do not rely on this page as the safety procedure. Northstar is a fictional example. Any team assignments, locations, contact details, or process descriptions must be confirmed against current company information before use. The People app directory needs a maintained source for partner assignments. The page owner should review this page when team assignments or locations change and confirm that the Policy Hub guidance and local reporting route remain appropriate.
How to use this template
- Clone the site and replace Northstar references with confirmed organization names, employee audiences, and locally applicable guidance.
- Connect Policy Hub and the People app where referenced, then configure policy links, directory blocks, the HR question form, and the verified monitored contact route.
- Assign a People Operations owner and named role owners for policy, benefits, time-off, directory assignments, and inquiry monitoring.
- Review each page against current approved sources, confirm location and employee-group scope, and remove any example that is not valid for your organization.
- Publish the site with its navigation tree and test every page and connected block using the access available to office and frontline employees.
- Set review triggers for source, service, contact, or partner-assignment changes, and update the affected page when an employee handoff no longer works.
Best practices
- Keep the landing page’s links labeled with familiar employee topics so readers can choose a destination without learning HR team terminology.
- Use one authoritative home for each policy or plan and link employees to that source instead of copying rules into multiple pages.
- State policy and benefit scope in the authoritative source, and do not infer local applicability from an employee’s office or language.
- Configure a monitored HR contact route and identify the response owner and escalation path before publishing the Ask HR page.
- Keep general inquiry guidance limited to necessary context and direct sensitive details to a channel approved for that information.
- Maintain the People app directory’s partner assignments and review the page when teams, locations, or assignments change.
- Test the policy, directory, and form blocks with the intended employee groups, including frontline workers who may not have app access.
- Use short headings and descriptive links, preserve heading order, and check keyboard access and contrast against WCAG 2.1 AA.
What this template typically catches
Issues teams running this template most often surface in practice:
Common use cases
Frequently asked questions
What does the People & HR template include?
The site has seven connected pages: a People & HR landing page, HR Policies, Benefits, Time Off, Contact People Ops, Ask HR, and Your HR Business Partner. The pages direct employees to current sources and show how to prepare a focused question. Policy, directory, form, and app content depend on the connections and current information your organization provides.
Does this template define benefit eligibility or time-off entitlements?
No. It intentionally avoids stating eligibility, coverage, leave amounts, deadlines, or request outcomes. Employees are directed to current approved policies and plan information, whose scope may vary by location or employee group. Keep those authoritative sources linked or connected and confirm their applicability before employees rely on them.
Who should own and maintain the site?
A People Operations or HR service owner should own the hub and coordinate updates with policy, benefits, and local HR owners. Assign a maintainer for connected policy and directory content, and identify who monitors the HR inquiry route. Review the relevant pages when policies, plans, contacts, partner assignments, services, or request routes change.
How often should the pages be reviewed?
Set a review cadence that matches your organization’s policy and content governance; the template does not prescribe a universal interval. Also trigger a review when an authoritative source, HR service, contact route, team assignment, or supported employee group changes. Confirm that linked or connected sources remain current before republishing affected guidance.
Does the template meet HR or employment-law requirements?
The template is an information architecture example, not legal advice or a compliance certification. It prompts employees to check policy scope and current plan documents rather than treating sample copy as a rule. Have qualified internal owners validate local policies, accessibility, records handling, and applicable employment requirements before launch.
What needs to be configured before employees use the site?
Connect Policy Hub and the People app where the pages refer to them, and configure the policy-links, directory, and form blocks using the available setup mechanism. Add a verified, monitored HR contact route and confirm response ownership and escalation. Replace fictional Northstar content and example partner assignments with confirmed organizational information.
How should employees use Ask HR when their question involves sensitive information?
The page advises employees to include the topic, the source they checked, and only the context needed to explain the question. Sensitive personal details should be shared only through a channel approved for that information, not a general inquiry form or contact route. Confirm the form’s handling and access arrangements before enabling it.
How is this different from putting HR links on a single page?
The landing page gives employees short routes into distinct policy, benefits, time-off, contact, self-serve, and partner pages. Those pages provide task-specific checks and handoffs, such as verifying policy scope or finding the established request route. A single link list may be quicker to assemble, but it can leave employees without guidance on which source is authoritative or what to include when they need help.
Can the site support office and frontline employees across locations?
The Ask HR and HR Business Partner examples address office and frontline employees, but the sample does not establish that every service or policy applies everywhere. Confirm access to the People app, the correct contact routes, and policy scope by location and employee group. Provide an appropriate alternative route for employees who cannot access an app.
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Rolled out to every employee at AutoZone (125,000), PetSmart (50,000+), A.S. Watson and Raley's (20,000) — and at larger retailers we are not permitted to name.