Balance — Leave & Absence
A shared leave system for employees, managers, and HR.
The shared system, seen from the manager — capacity, reviews, returns in view.
I designed a shared leave system across three roles. It helped employees plan absences, managers assess team impact, and HR teams understand org health.
Challenge
Three roles. One system. Different decisions.
Employees needed to know what time they had and how to use it. Managers needed to see how time away would affect team capacity. HR teams needed a clearer view of absence patterns across the organization.
What I created
I built a role-based system with a shared foundation. The underlying logic stayed consistent, but each view surfaced the information and actions that mattered to that role.
The work
Let employees plan with confidence
I designed the employee view to make leave balances easier to read and easier to use. Employees could see what time they had, how it changed, and what it meant for planning time away.
Time as a currency — balances, timing, and usage in one view.
Turn the ledger into a planning tool
The ledger held the core truth of the system, but it was hard to read. I reworked it to make balances, accruals, usage, and timing easier to scan, so employees could use it to plan instead of decode.
The ledger, made readable — what happened, line by line.
The same ledger, turned forward — accruals before the time is taken.
Help managers assess team impact
Managers needed more than a record of time away. They needed to understand how absences would affect team capacity and coverage. I designed the manager view to make that impact easier to assess.
Capacity, reviews, and returns — decisions before absences land.
Help HR see absence health
HR teams needed more than case-by-case visibility. They needed a broader view of absence patterns, support load, and organizational health. I designed the HR view to make that picture easier to assess.
Absence patterns and support load — system health, at a glance.
My role
I led product design across strategy, research, and structure. I defined the role-based experience model, shaped the interaction patterns across employee, manager, and HR views, and designed the system to stay coherent across all three.
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