Internal mobility is the #1 retention lever — employees with internal moves stay 2x longer — yet most organizations run it informally. A manager proposes a move in a hallway conversation, HR validates by email, the transition plan is a whiteboard sketch, and the amendment is drafted 3 weeks late. The result: 60% of internal moves are delayed by over a month, the current manager is caught off guard, and the employee loses trust in the process.

The payroll angle is painful too: salary changes from promotions are communicated to payroll late, generating 1-2 months of underpayment and correction runs.

• Proposal: the hiring manager or HR creates the mobility proposal (employee, target role, target team, effective date); the AI copilot checks eligibility against the mobility policy (tenure, performance, no PIP).

• HR validation: HR reviews the proposal and validates the role, grade and salary band; the workflow checks the headcount budget.

• Pre-assignment interview: the workflow schedules the pre-assignment interview between the employee, current manager and HR; feedback is captured in the record.

• Transition plan: the current manager builds a transition plan with the employee (handover, knowledge transfer, last day in current role); the workflow tracks completion of each handover item.

• Amendment editing: the workflow drafts the employment amendment via usePDF with the new role, grade, salary and effective date; HR and the legal representative validate it.

• Employee e-signature: the amendment is sent to the employee for eIDAS-qualified electronic signature; the workflow tracks signature status.

• Archiving: the signed amendment is archived encrypted via useArchive for the 50-year legal retention period, attached to the employee record.

• Payroll & ERP notification: the workflow notifies payroll of the salary change effective on the amendment date and the ERP of the new position — no late communication, no underpayment.

Organizations deploying Utilyx internal mobility cut move-to-effective-date from 45 days to 15 days, eliminate payroll underpayment on promotions, and double their internal mobility rate — directly improving retention.

The AI copilot checks eligibility and drafts the amendment, the no-code visual designer lets HR adjust the mobility policy, validation chain and transition-plan template, and the eIDAS signature makes the amendment legally binding from day one.