Run: Promotion Cycle SOP

The HR Business Partner verifies the promotion cycle period, eligible employee groups, decision deadlines, and approval authorities. The HR Business Partner records any cycle-specific deviations, such as business-unit exceptions or off-cycle promotions, and escalates unresolved scope conflicts to the executive sponsor.

The Department Manager verifies that each proposed nominee meets the published nomination criteria, including performance rating, time-in-role, required competencies, and any policy-specific prerequisites. The Department Manager documents any exceptions and routes them for formal review before packet submission.

The Department Manager assembles the promotion packet for each nominee, including role summary, performance evidence, competency examples, compensation impact if applicable, and the nomination rationale. The Department Manager checks that the packet is complete, legible, and aligned to the current promotion criteria before submission.

The HR Business Partner reviews each packet for required fields, supporting evidence, policy alignment, and confidentiality compliance. The HR Business Partner records any missing information as a non-conformance, assigns a correction owner, and escalates high-risk issues to the committee chair.

The Promotion Committee reviews each eligible packet against the published criteria and records a decision for each nominee. The committee documents the rationale, identifies any required follow-up actions, and confirms whether the decision is final or requires executive escalation.

The Executive Approver verifies that the committee decision, budget impact, and policy requirements are complete and then signs off on the promotion decision. The Executive Approver escalates any budget, equity, or policy exceptions before authorization.

The HR Business Partner updates the employee record system with the approved title change, effective date, compensation changes if applicable, and approval references. The HR Business Partner retains the packet and decision log according to the organization’s document retention requirements.

The Department Manager or HR Business Partner communicates the decision using the approved announcement template and only after final authorization is recorded. The communicator verifies that the message includes the effective date, next steps, and any confidentiality requirements, and avoids disclosing unapproved comparative information.

The HR Business Partner closes the promotion cycle by confirming all decisions are logged, all packets are archived, and all open exceptions are assigned an owner. The HR Business Partner records lessons learned, non-conformances, and process improvement actions for the next cycle.