Line Manager — full guide

This guide is for line managers — people who run a team and need to see, assess, and develop the people who report to them, without the full keys to the workspace. If your role is scoped to My reporting line (usually a line-manager role your workspace built), this page is your map.

A line manager shares the same /app workspace as an HR administrator, but with one defining difference: almost everything you see is scoped to your team. You see your direct reports, their reports, and so on down your reporting tree — up to six levels deep. People outside that tree are invisible to you, and the parts of the platform that shape the whole organisation (Settings, the taxonomy, the assessment library) are read-only or hidden.

If you want the one-paragraph version of how your role compares to the others, the Personas reference and the Roles and permissions page lay out the full model. The short version: HR admin sees everything and configures everything; you see your team and act within it; an employee sees only themselves.

Getting in: your home

When you sign in, you land at /{orgSlug}/app — the same dashboard route as an HR admin, with {orgSlug} being your organisation's slug in the URL. The left sidebar is your main way around. Below Home, you see the same groups an HR admin sees — Plan (Org chart, Org structure, New structural unit, Workload & demand, Planning platform), Develop (People, Develop, Grow, with My team under it), Hire (Hire, Training), and Structure (Sub-sectors, Job families, Job Descriptions, Positions, Data editor, Competencies, Pay scales). At the bottom, the Settings group shows you only the User guide link (which opens this manual): the Settings link itself is HR-admin only and never appears for you. And although the Plan and Structure groups are visible, the actions that change the organisation there — generating an org-structure assessment, creating a structural-unit request, editing the taxonomy — stay HR-admin-only; for you they are read-only reference (see Org and taxonomy — view only below).

Your dashboard counts and recent activity are bounded to your team. Where an HR admin sees assessment totals for the whole workspace, you see totals for the people you manage.

If your account is not yet linked to a Person record, your team scope is empty and most pages will show empty states. In practice this only happens transiently right after you accept your invitation; once HR links you to your profile, your reports appear.

Hire — view pipelines, run your interviews

Open Hire from the sidebar (/{orgSlug}/app/hire). This is the hiring area. As a line manager you can:

1. View pipelines for open roles at /{orgSlug}/app/hire/pipelines/[id]. You can follow candidates through the stages of a role. Your actions on a pipeline are scoped — you act on roles connected to your team, not on every requisition in the company.
2. See and conduct interviews assigned to you. The Interviews sub-link under Hire (/{orgSlug}/app/hire/interviews) lists scheduled interviews. When you are named as an interviewer, you open the interview, work through the rubric, and submit your scores. This is the most common hiring action a line manager takes — you are the subject-matter voice in the room.

What you do not do here as a line manager: configure the hiring pipeline itself, edit interview rubrics workspace-wide, or change hiring settings. Those live under Settings, which you cannot reach.

Develop — assess and grow your reports

The Develop area (/{orgSlug}/app/develop) is where assessments live. Your view of it is team-scoped: the counts and the recent-assessment list are bounded to your reporting tree.

Assessments

/{orgSlug}/app/develop/assessments lists assessments, filtered to your team. You can follow where each person is — drafted, in progress, graded, completed — and open a report when one is ready.

Assigning an assessment

/{orgSlug}/app/develop/assign opens the assignment wizard. As a line manager you can assign an assessment to your direct reports. The flow is:

1. Open Develop → Assign.
2. Pick the assessment template you want to send.
3. Choose the person from your team.
4. Confirm. The employee is notified and takes the assessment from their own portal.

The assessment library — view only

/{orgSlug}/app/develop/library shows the assessment templates available in your workspace. You can browse them and open any template to read what it measures — but the create, browse community, and auto-populate actions are hidden for you (they are HR-admin only, gated on isHrAdmin in the page). Validated and global templates show an eye icon rather than a pencil to signal they are read-only. The community library at /{orgSlug}/app/develop/library/community is similarly browse-only for you.

Grow — your team's development

The Grow area (/{orgSlug}/app/grow) is about careers, gaps, and growth plans. Everything here is filtered to your team.

• /grow (team view) — the development overview for the people you manage.
• /grow/gaps — gap analysis, scoped to your team: where your reports fall short of their target roles.
• /grow/career-paths — the career paths your reports could move along.
• /grow/succession — succession readiness for roles connected to your team.
• /grow/mobility — internal mobility, with a limited (team-scoped) view.
• /grow/teams and /grow/teams/[id] — projects and team groupings visible to you.

My team

The My team sub-link under Grow (/{orgSlug}/app/grow/my-team) is your day-to-day snapshot. It shows your direct reports — level one only, the people you manage directly, not your full tree — as cards with target-role match, a competency snapshot, succession-readiness band, and whether each person has an active growth plan. From each card you open the person's profile.

The page's own description sums it up: "Your direct reports with target-role progress, competency snapshot, and active plans." Reports appear here because of the manager relationship set on a profile — if someone who should be on your team is missing, their profile's manager link needs fixing (an HR admin does that).

Growth plans for your reports

/{orgSlug}/app/grow/plans/[personId] opens a growth plan. You can co-edit the plans of your direct reports — adding milestones, recording progress, shaping the path. You cannot open or edit the plan of someone outside your scope; the system returns an "outside your team scope" message and a 403.

People — your roster

People (/{orgSlug}/app/people) is the talent roster, filtered to your manager scope. Where an HR admin sees every Person in the workspace, you see only your reporting tree.

1. Open People from the sidebar.
2. The roster lists the people in your team, with status badges (employees, any candidates, former employees).
3. Click a row to open a profile at /{orgSlug}/app/people/[personId] — available for your direct reports.

From this page you can schedule an interview for someone in your scope: the schedule-interview control is open to line managers (you are added as an editable interviewer). What you cannot do here: the Add Employee button and the Invite link are HR-admin only and do not appear for you. Adding a brand-new person, or inviting a login, is HR's job.

The Saudization (Nitaqat) tab (/{orgSlug}/app/people/saudization) is reachable from the People page if you need the nationalisation view.

Training — view and move applicants

The Training area (/{orgSlug}/app/training) is the separate pipeline for hiring trainers and subject-matter experts. As a line manager you can:

• View the training overview at /{orgSlug}/app/training.
• On a training position (/{orgSlug}/app/training/positions/[id]), move applicants between stages — but you cannot edit the position itself.
• See archived training positions at /{orgSlug}/app/training/archived.

Org and taxonomy — view only

The Plan and Structure sidebar groups are visible to you, but for a line manager the parts that shape the organisation are read-only reference. You can open and read, but not change:

• Org chart (/{orgSlug}/app/job-description/org-chart) and Org structure (/{orgSlug}/app/org-structure) — the mandate-coverage view and the org-unit tree. You can browse both, but generating an AI org-structure assessment and editing the units themselves are HR-admin actions.
• New structural unit (/{orgSlug}/app/unit-requests) — you can see the structural-unit requests, but creating one (Create / Merge / Abolish) is HR-admin-only.
• Workload & demand (/{orgSlug}/app/workload) and the Planning platform (/{orgSlug}/app/swp) — the workforce-demand and strategic-workforce-planning views.
• Job Descriptions (/{orgSlug}/app/job-description) and Positions (/{orgSlug}/app/positions) — the openings list.
• Job families (/{orgSlug}/app/job-families), Competencies (/{orgSlug}/app/competencies), Sub-sectors (/{orgSlug}/app/subsectors), and the Data editor (/{orgSlug}/app/data-editor).
• Pay scales (/{orgSlug}/app/pay-scales) — a Job Description's default pay grade is its salary range.

These define the shape of the organisation — its structure, its competency catalogue, its pay bands. Editing them, or running the governance reports over them, changes or commits the whole workspace, so that power sits with HR admins. You consult them to understand the targets your people are growing toward.

What you can't do — and who to ask

Setting expectations clearly saves frustration. As a line manager you cannot:

• Reach Settings (/settings/*) at all — no Team management, no workspace config, no AI prompts, no integrations, no taxonomy editing. The Settings link is simply not in your sidebar.
• Invite people or add employees — invitations and new-person creation are HR-admin actions. Ask an HR admin to invite a new hire or grant a login.
• Create or edit assessment templates — you assign existing templates; you do not author them.
• Edit the taxonomy — levels, positions, competencies, job families, sub-sectors, and salary ranges are view-only for you.
• See people outside your reporting tree — the roster, gap analysis, growth plans, and dashboards are all bounded to your team. A person more than six levels below you, or on a different branch of the org, will not appear, and attempting to open their profile is blocked.

If you need any of the above, the person to ask is an HR administrator for your workspace. They can invite people, configure the workspace, author templates, and fix the manager links that define who lands in your team.

Related reading

• Roles and permissions — the three-role model in full.
• What a line manager sees — the orientation companion to this guide.
• Roles and permissions matrix — the surface-by-surface RBAC table.
• Person vs user — why your roster lists people, not logins.
• Assigning an assessment — the assignment flow in detail.
• Co-editing a growth plan — how shared plan editing works.
• The Hire → Develop → Grow arc — how the three areas connect.
• Who uses Jadiroon — personas — every role and what each can do.