HR business partner
Talent management director
Department manager
HR operations lead
Workforce planning manager
Chief people officer
When employees request transfers to different departments. When organizational restructuring requires position moves. When skill gaps in one area can be filled by internal talent. When career development paths involve cross-functional movement. Ideal for enterprises, growing organizations, and any company promoting internal mobility.
Employees or managers initiate transfer requests. Current managers assess impact and provide release approval. Receiving managers evaluate fit and confirm acceptance. HR validates eligibility and coordinates logistics. Leadership approves transfers with budget or headcount implications.
Supported internal mobility through structured transfer process Balanced organizational impact considering both releasing and receiving teams Retained talent by enabling career growth within the organization Clear transfer governance with documented approvals from all parties
Your version of this process may vary based on roles, systems, data, and approval paths. Moxo's flow builder can be configured with AI agents, conditional branching, dynamic data references, and sophisticated logic to match how your organization runs this workflow. The steps below illustrate one example.
Transfer request initiation
The process begins when a transfer request is submitted, either by the employee seeking an opportunity or a manager identifying a staffing need. The request includes role details, business rationale, and timing considerations. AI agents may check employee eligibility based on tenure and performance criteria.
Current manager review
The employee's current manager reviews the transfer request and assesses impact on their team. They may approve release, negotiate timing, or raise concerns about critical project dependencies. Their input is documented for consideration.
Receiving manager evaluation
The receiving manager evaluates the employee's fit for the role, reviews qualifications, and confirms their interest in the transfer. They assess whether the employee meets role requirements and can contribute effectively.
HR and policy review
HR validates the transfer against policies including minimum tenure requirements, performance standards, and any restrictions. They assess compensation implications and ensure equity across similar transfers.
Authorization and transition planning
Approved transfers receive final authorization from appropriate leadership if required. Transition timelines are established considering both teams' needs. Knowledge transfer and handoff activities are planned.
This process relies on employee data, position information, performance records, and policy guidelines. Triggers include employee requests, manager nominations, or restructuring initiatives. Integration with HRIS systems like Workday or SAP SuccessFactors, performance management platforms, and organizational planning tools supports transfer management.
Key decision points include determining whether the employee meets eligibility criteria, whether both managers support the transfer, whether timing works for both teams, and whether any policy exceptions are warranted.
Transfers blocked without transparency causing employee frustration. Current team impact not adequately considered. Receiving team expectations misaligned with employee capabilities. Transfer timeline not coordinated between teams.
Orchestrates transfer approval across current and receiving managers with HR coordination
AI agents validate transfer eligibility against policy criteria
Coordinates multi-party input including timing and transition planning
Maintains transfer records for workforce planning and compliance
