How to Set Up Company Structure in Synclo

Before you begin

Before you set up your company structure, make sure you have:

• administrator access to PeopleManager
• your approved department list
• role and permission definitions
• reporting lines or manager relationships
• any grading or level framework your organization uses

If your company uses multiple locations, branches, or business units, decide that structure before you begin. This helps you avoid rework when you start assigning employees, shifts, approvals, and payroll rules later.

Why this setup matters

Your company structure is the foundation for how PeopleManager organizes departments, roles, reporting authorities, and employee records. A clean structure makes downstream tasks—such as onboarding, approvals, attendance, and payroll—much easier to manage. Synclo’s official company setup materials also position departments, roles, grades, document settings, and branding as part of the initial organizational configuration path. 

Steps

1. Sign in to Synclo and open PeopleManager
   Log in with an account that has administrative access. From the main navigation, open PeopleManager.

2. Go to Company Setup
   In the admin or settings area, select Company Setup.
   If you are onboarding for the first time, this may appear as part of the initial setup wizard rather than a standard settings page.

3. Enter your core company information
   Add or verify the basic organization profile, such as:
   • company name
   • registration or legal details
   • primary contact information
   • default location or headquarters

4. Add locations or business units if applicable
   If your organization operates from more than one location, add each location before configuring departments.
   Use a naming convention that will still make sense when you begin assigning employees and reporting lines later.

5. Create your departments
   Open the Departments section and add each team or business function your organization uses.
   Keep department names consistent with your org chart and approval workflows.

6. Set up designations, roles, or job titles
   Add the designations or role names that employees can be assigned to.
   This is where you should standardize naming. For example, avoid having both “HR Manager” and “Human Resources Manager” unless they truly represent different roles.

7. Assign roles and permissions
   Open the permissions or access-control area and assign the correct administrative or operational permissions to each role.
   This step is important because PeopleManager uses role-based access for data visibility and workflow control.

8. Add reporting authorities
   Configure who reports to whom. This establishes approval chains, supervisory visibility, and escalation paths.
   If your structure is not finalized, start with the minimum viable reporting hierarchy and refine it before mass employee onboarding.
9. Configure employee grades or levels if your organization uses them
   If your company uses employee grades, bands, or levels, add them now.
   These can later support compensation rules, benefits eligibility, and structured employee grouping.

10. Review the structure before saving
    Confirm that:

• all major departments are included
• role names are consistent
• reporting lines are assigned correctly
• grades are configured only where needed
• there are no duplicate names or placeholder entries

11. Save your changes
    Save the configuration and return to the overview page to verify that the structure displays correctly.

What happens next

Once your company structure is in place, you can move on to the next foundational tasks:

• configure departments in more detail if needed
• assign roles and permissions to users
• add reporting authorities
• configure employee grades
• start adding employee records

This sequence keeps your PeopleManager setup clean and avoids rework later when approvals, attendance, and payroll depend on organizational structure.