Partners
Five partner paths for responsible HRP delivery
HRP can be used by agencies, coaches, organizations, advisory and implementation partners, and psychologist or expert partners. Each role has different boundaries, responsibilities, and escalation triggers.
Partner and client paths
The first practical commercial pathway is New Hire & Manager Support. Other pathways may follow when the client purpose and boundaries are clear.
HRP for Agencies
Agencies may coordinate and sell approved HRP-supported services, especially post-placement manager support. They do not independently interpret raw psychometric scores or deliver high-impact decision support without appropriate expert, psychologist, or HRP involvement.
HRP for Coaches
Coaches may facilitate coaching, onboarding-related manager support, mentoring, and development conversations within approved boundaries. They do not independently deliver selection, succession, replacement, adverse-decision, diagnosis, or raw-score interpretation outside authorized scope.
HRP for Organizations / Internal HR
Internal HR may coordinate approved internal onboarding, development, mobility, and manager-support use. High-impact selection, succession, replacement, adverse decisions, or unsupported interpretation require escalation.
HRP Advisory / Implementation Partners
Advisory and implementation partners support pathway selection, intake, meeting setup, stakeholder alignment, implementation, and escalation. This does not automatically grant psychometric interpretation or high-impact decision-support authority.
Psychologist / Expert Partner Support
Psychologist and expert partners support complex interpretation, sensitive profile discussion, finalist or high-impact decision-support cases, and escalation within professional competence, contract scope, applicable standards, and HRP authorization.
Shared delivery model
Reports are inputs into service conversations
Pathway selection
Partners help clarify whether the case is New Hire & Manager Support, development, coaching, internal mobility, finalist decision support, or a high-impact pathway.
Meeting setup and boundaries
Before delivery, the organizer confirms the accountable client owner, participant roles, disclosure boundaries, required inputs, and whether escalation is needed.
Practical outputs
Outputs should be proportionate: manager support notes, development priorities, coaching themes, support conditions, unresolved questions, follow-up actions, and escalation notes.
Responsible use
Boundary rules for partner delivery
Human judgment
HRP supports structured human judgment. It does not make employment decisions, guarantee retention, or produce automatic suitability conclusions.
Interpretation limits
Raw-score or deeper psychometric interpretation must stay within separately authorized and competent roles.
AI boundary
AI tools may assist with administrative drafting or retrieval of approved guidance only where confidentiality and interpretation boundaries are preserved. They must not interpret, rank, diagnose, or recommend employment decisions.
Escalation
High-impact, sensitive, selection, succession, replacement, adverse decision, or complex interpretation cases require appropriate expert, psychologist, advisory, or HRP support.
Match the role to the pathway
HRP partner delivery depends on role, approved scope, case type, training, professional competence where needed, and HRP authorization.