I Solve Company Directory and Org Chart Help

An employee searches for i solve company directory after joining a new department.

The People Cloud profile shows one person as the employee’s manager. However, a vacation request is sent to a different supervisor, an expense report goes to a project director, and the annual performance review remains assigned to the employee’s former manager.

Another employee searches the organizational chart for an HR contact but sees only job titles and departments. Someone else notices that a former employee is still displayed as an active team member.

A remote employee’s profile shows the corporate headquarters instead of the actual work location. A newly promoted manager appears in the company directory but cannot approve the team’s timecards.

These situations can involve several related but separate records:

• Employee profile.
• Display name.
• Legal name.
• Preferred name.
• Job title.
• Position.
• Department.
• Work location.
• Direct manager.
• Supervisory organization.
• Payroll supervisor.
• Timecard approver.
• PTO approver.
• Expense approver.
• Performance-review manager.
• Benefits administrator.
• HR administrator.
• Organizational chart.

In workplace searches, i solve is generally a spelling variation of isolved, whose official HR and payroll platform is called isolved People Cloud.

People Cloud centralizes employee information and uses role-based access across HR, payroll, benefits, workforce management, and talent processes. The actual directory fields and approval structures depend on the employer’s configuration.

This is an independent informational guide. It is not operated by isolved or an employer. It cannot display a private employee directory, change a reporting line, assign an approver, grant manager access, remove a former employee, or collect employee credentials.

Is “I Solve” the Official Directory Name?

No.

The official brand is:

isolved

The main employee platform is:

isolved People Cloud

Employees may search for:

• i solve company directory
• i solve employee directory
• i solve org chart
• i solve organizational chart
• i solve manager
• i solve supervisor
• i solve department contacts
• i solve HR administrator
• my i solve team
• iSolved People Cloud directory

The separated phrase i solve is normally a search variation rather than the name of another official workforce directory.

Employees should use the employer-provided People Cloud route or the official isolved login page.

What Is a Company Directory?

A company directory is a searchable collection of workplace contact and organizational information.

Depending on employer settings, a profile can show:

• Employee name.
• Preferred name.
• Job title.
• Department.
• Manager.
• Work email.
• Business telephone number.
• Office or work location.
• Profile photograph.
• Team.
• Division.
• Business unit.

A directory is generally intended to help employees find coworkers and understand the organization.

It is not necessarily the official source for:

• Payroll tax location.
• Legal employment status.
• Compensation.
• Benefits eligibility.
• Approval authority.
• Emergency contact.
• Personal address.
• Direct-deposit information.

People Cloud is designed to centralize employee information while restricting access according to role.

Company Directory Versus Organizational Chart

These tools are related but serve different purposes.

Company Directory

Primarily helps employees search for people and contact details.

Organizational Chart

Shows reporting or position relationships within the organization.

An org chart can display:

• Direct reports.
• Manager relationships.
• Departments.
• Vacant positions.
• Reporting layers.
• Business units.
• Leadership structure.

The current isolved Marketplace offers an OrgChart integration that can automatically create organizational charts from isolved employee and position data. It can also represent vacancies, combine multiple data sources, and support workforce-planning scenarios. Employer availability depends on configuration.

Is an OrgChart Included for Every Employer?

No.

An employer can use:

• Native employee information.
• An isolved Marketplace org-chart integration.
• Another directory product.
• Microsoft Teams.
• An intranet.
• A manually maintained chart.
• No employee-facing org chart.

The OrgChart Marketplace integration is optional and synchronizes data through configured API connections.

A missing org-chart menu therefore does not necessarily indicate an account problem.

Where to Find the Directory or Org Chart

Navigation varies.

Look for labels such as:

• Directory.
• Company Directory.
• People.
• Employees.
• Organization.
• Org Chart.
• My Team.
• Employee Search.
• Company Information.
• HR Resources.
• Team Directory.
• Organization Structure.

The feature may also appear through:

• People Cloud dashboard.
• Mobile application.
• Microsoft Teams.
• Employer intranet.
• HR chatbot.
• Marketplace application.
• Manager dashboard.

The People Cloud Mobile App is designed to provide connected access to employee self-service and HR information, but specific features depend on employer enablement.

Directory Menu Is Missing

Possible reasons include:

• Employer does not provide an employee directory.
• Directory visibility is restricted.
• Employee opened the wrong employer profile.
• New-hire record is incomplete.
• Employment status is incorrect.
• Mobile navigation is limited.
• Directory is available through another application.
• Security role has not synchronized.
• The organization hides directory access for certain workers.
• The feature is temporarily unavailable.

Useful request:

“I can access People Cloud, but no employee directory or organization section appears. Please confirm whether the company offers this feature, where it is located, and whether my employee role has access.”

Do not create another People Cloud account to make the directory appear.

Directory Search Does Not Find a Coworker

Possible causes include:

• Employee uses a preferred name.
• Legal name differs.
• Job title changed.
• Employee belongs to another legal entity.
• Directory restricts cross-company searches.
• New hire is not yet active.
• Former employee was removed.
• Profile is hidden.
• Search requires exact spelling.
• Employee is listed under another department.

Try searching by:

• First name.
• Last name.
• Work email.
• Department.
• Job title.
• Manager.
• Location.

Do not assume the employee has left merely because the name is not found.

Preferred Name Versus Legal Name

The directory may display a preferred name, while payroll and tax records use a legal name.

Example:

Directory: Alex Morgan
Payroll: Alexandra Morgan

This can be correct.

A coworker should not assume the directory name is the exact name used on:

• W-2.
• Pay statement.
• Employment verification.
• Insurance.
• Tax forms.
• Banking records.

When a directory entry is factually wrong, the employee should contact HR.

Job Title Versus Position

These fields can differ.

Job Title

The title displayed to employees or used for communication.

Position

A formal organizational record associated with reporting, budgeting, headcount, or workforce planning.

Example:

Displayed title: Client Success Lead
Position record: Account Management Supervisor II

An org chart built from position data can therefore show wording that differs from a business card or email signature.

Job Title Is Wrong

Possible reasons include:

• Promotion not processed.
• Transfer is future-dated.
• Directory uses the payroll title.
• Working title differs from formal title.
• Position record is outdated.
• Employee opened another employer profile.
• Integration has not synchronized.
• Manager updated email but not HR.

Useful request:

“My official promotion became effective August 1, but the directory and org chart still show my prior title. Please confirm the active position, effective date, and directory synchronization status.”

Do not edit a public title to reflect an unapproved promotion.

Department Is Wrong

An employee can have several organizational classifications:

• Home department.
• Payroll department.
• Cost center.
• Project team.
• Business unit.
• Workgroup.
• Supervisory organization.
• Client assignment.

The directory may display only one of them.

A project assignment does not necessarily change the employee’s formal department.

Useful request:

“My profile lists Sales, but I transferred to Customer Success effective July 15. Please confirm which department record controls the directory, reporting line, payroll allocation, and approval routing.”

Work Location Is Wrong

Possible location fields include:

• Corporate headquarters.
• Assigned office.
• Payroll location.
• Physical work location.
• Remote designation.
• Client site.
• Department location.
• Mailing location.

A directory can display headquarters even when the employee works remotely.

That does not by itself prove payroll taxes are wrong.

However, the physical work location should be reviewed separately with HR and payroll when inaccurate.

Remote Employee Shows an Office Location

This can occur when:

• Department is based at that office.
• Position is assigned to a corporate location.
• Directory lacks a Remote option.
• Work-location update is pending.
• Payroll and directory use different fields.
• Employee is hybrid.

Ask whether the displayed location is:

• Informational.
• Scheduling-related.
• Payroll-related.
• Tax-related.
• Official worksite.

Do not rely on the directory alone to verify tax jurisdiction.

Manager Versus Supervisor

Employers can use these terms differently.

Manager

Can refer to the formal reporting manager in HR records.

Supervisor

Can refer to the person overseeing daily work.

An employee can report administratively to one manager while receiving daily direction from another person.

Example:

Formal manager: Regional Director
Daily supervisor: Store Manager
Project approver: Client Operations Lead

All three can be valid.

Manager Profile Does Not Guarantee Approval Authority

A manager shown in the employee profile may not approve every transaction.

Different workflows can route to different people.

Examples:

• PTO request → scheduling manager.
• Timecard → timekeeping supervisor.
• Expense report → project or cost-center manager.
• Performance review → formal reporting manager.
• Benefits event → HR or benefits administrator.
• Compensation change → department leader and HR.
• Purchase request → budget owner.

People Cloud supports personalized workflows across HR, payroll, benefits, and workforce processes, so approval routing can be configured independently of the visible directory relationship.

Who Is My Official Manager?

Check:

• Employee profile.
• Org chart.
• Recent performance review.
• Department announcement.
• Offer or transfer letter.
• Manager confirmation.
• HR record.

When these sources conflict, ask HR which manager is active and from what date.

Useful request:

“My profile, org chart, and approval tasks list different managers. Please confirm my official reporting manager, effective date, and which person should approve timecards, PTO, expenses, and performance reviews.”

Wrong Manager Appears

Possible causes include:

• Transfer not processed.
• Former manager remains active.
• New manager record is future-dated.
• Position hierarchy is outdated.
• Employee belongs to a temporary team.
• Manager is on leave.
• Interim supervisor is assigned.
• Duplicate employee profile exists.
• Integration is delayed.

Do not submit repeated profile edits when only HR can change the supervisory record.

Former Manager Still Receives Requests

A stale manager record can affect:

• PTO.
• Timecards.
• Expenses.
• Performance reviews.
• Scheduling.
• Compensation.
• Onboarding.
• Training.
• Employee changes.

Useful request:

“My former manager still receives my approval requests after my department transfer. Please correct the reporting relationship and identify any pending requests that must be reassigned.”

Manager Changed but Old Requests Remain

A reporting-line change may affect only new requests.

Existing transactions can remain assigned to the original approver.

Examples:

• PTO submitted before transfer.
• Expense report already pending.
• Review cycle created earlier.
• Timecard assigned before the effective date.

Ask whether existing requests must be manually reassigned.

Do not submit duplicates unless instructed.

Manager Is on Leave

Approval workflows can use:

• Delegate.
• Backup approver.
• Next-level manager.
• HR reassignment.
• Temporary supervisor.
• Administrator override.

A request can remain pending if delegation was not configured.

Useful request:

“My assigned approver is unavailable, and the request is approaching payroll cutoff. Please confirm the authorized backup approver and reassign the pending transaction if necessary.”

Manager Left the Company

Possible effects include:

• Requests stuck in Pending.
• Team missing from org chart.
• Performance reviews unassigned.
• Timecards not approved.
• New-hire tasks delayed.
• Directory entry still active.
• Employees temporarily assigned to a higher manager.

Contact HR immediately for time-sensitive payroll or leave requests.

New Manager Cannot Approve Requests

Being displayed as a manager does not always grant system permissions.

The person may still need:

• Manager security role.
• Employee group assignment.
• Approval-workflow access.
• Timekeeping permissions.
• Cost-center authority.
• Expense approval limits.
• Performance-review assignment.
• Effective date activation.

Useful request:

“My profile now lists me as the team manager, but no employee timecards or approval tasks appear. Please confirm my manager security role, assigned employees, approval groups, and effective date.”

Direct Reports Are Missing

Possible causes include:

• Employees remain assigned to former manager.
• Security role is incomplete.
• Position hierarchy differs from employee hierarchy.
• Workers belong to another legal employer.
• Effective date has not arrived.
• Integration is delayed.
• Contractors are excluded.
• Matrix-reporting employees are not shown.
• Directory filters hide inactive or temporary workers.

Ask HR which employees should be assigned.

Do not use another manager’s account to access them.

Unexpected Direct Report Appears

Possible causes include:

• Employee transfer.
• Temporary coverage.
• Position vacancy.
• Incorrect reporting line.
• Shared approval group.
• New hire assigned early.
• Former employee remains active.

Do not review private payroll, performance, or benefits information merely because the person appears under My Team.

Notify HR when the assignment is incorrect.

Matrix Reporting

A matrix organization can assign more than one leadership relationship.

An employee might have:

• People manager.
• Project manager.
• Functional manager.
• Client lead.
• Location manager.
• Cost-center owner.

A basic org chart may display only one primary reporting relationship.

This does not necessarily represent every operational authority.

Dotted-Line Manager

A dotted-line relationship commonly represents secondary oversight.

The dotted-line manager may influence:

• Project priorities.
• Feedback.
• Resource allocation.
• Development.
• Client work.

but may not control:

• Payroll.
• PTO.
• Performance review.
• Compensation.
• Employment status.

Ask which approvals are assigned to that relationship.

Position Vacancy

An organizational chart can display an unfilled position.

The current OrgChart Marketplace listing specifically describes representing position vacancies and future workforce scenarios.

A vacancy can appear:

• Between employee and department leader.
• As an open manager position.
• As a planned future role.
• Under an interim manager.

Do not assume a blank position represents a system error.

Employee Appears Twice

Duplicate directory entries can result from:

• Rehire.
• Two legal employers.
• Multiple positions.
• Active and inactive profiles.
• Data conversion.
• Pending transfer.
• Duplicate employee record.
• Contractor and employee accounts.

Possible consequences include:

• Wrong manager.
• Split pay history.
• Duplicate emails.
• Approval confusion.
• Two org-chart positions.
• Incorrect headcount.

Useful request:

“My name appears twice in the directory under different departments. Please identify the official active employee and position records and correct any duplicate reporting or approval assignments.”

Do not choose one profile randomly for payroll changes.

Former Employee Still Appears

Possible causes include:

• Termination date has not processed.
• Directory synchronization is delayed.
• Profile is retained for historical purposes.
• Employee was rehired.
• Contractor relationship continues.
• Account is inactive but still searchable.
• Org chart uses position history.

Do not conclude that the employee still has system access merely because the name remains visible.

Contact HR when the profile exposes outdated contact or organizational information.

New Hire Is Missing

Possible reasons include:

• Start date has not arrived.
• Onboarding is incomplete.
• Employee record is pending.
• Directory refresh occurs periodically.
• Legal employer is different.
• Profile visibility is restricted.
• Hiring manager is wrong.
• Candidate has not converted to employee.

Useful request:

“Our new team member started on August 3 but does not appear in the employee directory or org chart. Please confirm the employee conversion, position assignment, manager, and directory publication date.”

Contractor Is Missing

Contractors can be:

• Excluded from employee directories.
• Listed in a vendor system.
• Assigned no formal position.
• Hidden for security reasons.
• Visible only to selected departments.

An employee directory is not necessarily a complete list of every person who works with the company.

Vacant or Planned Positions

Org-chart software can support future workforce planning.

A planned position might not represent:

• Approved headcount.
• Open job posting.
• Current employee.
• Guaranteed promotion.
• Final budget.

Do not treat a future-scenario chart as an official hiring announcement.

Organizational Chart Is Outdated

Possible causes include:

• Synchronization schedule.
• API delay.
• Position changes not processed.
• Employee record differs from position record.
• Chart was exported earlier.
• Employer shares a static PDF.
• Future scenario is being viewed.
• Filters hide current data.

Check:

• Last updated date.
• Chart type.
• Current versus planned view.
• Active filters.
• Legal entity.
• Position status.

The Marketplace OrgChart integration can synchronize with isolved employee and position data, but the accuracy still depends on the source records and configured update process.

PDF Org Chart Versus Live Org Chart

A PDF or PowerPoint export is static.

It does not automatically reflect:

• Recent hires.
• Terminations.
• Promotions.
• Transfers.
• Leave coverage.
• Vacancies.
• Reorganizations.

The OrgChart integration can export charts to PDF, PowerPoint, and web links, so employees should confirm whether they are viewing a live chart or an older export.

Search Filters

An org chart can be filtered by:

• Company.
• Division.
• Department.
• Location.
• Manager.
• Position status.
• Active employees.
• Employee type.
• Vacancy.
• Custom field.

An employee can appear missing because a filter remains active.

Reset filters before reporting missing data.

Headcount Information

Managers or HR can use organization data to understand:

• Filled positions.
• Vacancies.
• Departments.
• Reporting levels.
• Workforce size.
• Planned structure.

Some org-chart products can also support calculations involving headcount or compensation for authorized users.

Ordinary employees should not assume they are entitled to view private salary or workforce-planning data.

Salary Information Appears

If an ordinary employee unexpectedly sees:

• Salary.
• Hourly rate.
• Bonus.
• Compensation range.
• Private headcount plan.
• Performance data.

stop reviewing it and notify HR or security.

An org-chart integration can contain richer data for authorized planners, but employee-facing access should reflect the employer’s permissions.

Employee Directory Privacy

A directory can expose limited workplace information, but it should not unnecessarily reveal:

• Home address.
• Personal telephone number.
• Personal email.
• Birth date.
• Social Security number.
• Banking information.
• Benefits.
• Medical information.
• Pay rate.
• Emergency contact.

People Cloud centralizes employee data with secure, role-based access.

Report any excessive exposure promptly.

Personal Phone Appears Instead of Work Phone

Possible reasons include:

• Work phone is blank.
• Personal phone was marked primary.
• Directory mapping is wrong.
• Employee entered the number during onboarding.
• Employer intentionally uses mobile numbers.
• Privacy settings are incorrect.

Useful request:

“My personal mobile number is visible in the employee directory. Please confirm whether that field is intended for public workplace display and replace or restrict it if necessary.”

Do not post a screenshot containing coworkers’ telephone numbers.

Personal Email Appears

A personal email may be needed for:

• Former-employee access.
• Password recovery.
• HR contact.

It does not necessarily belong in an employee-facing directory.

Ask HR which email field controls public display.

Home Address Appears

This is a serious privacy concern.

Stop sharing the page.

Contact:

• HR.
• Privacy contact.
• Employer security.
• People Cloud administrator.

Ask the employer to:

• Restrict visibility.
• Confirm affected users.
• Preserve access logs.
• Correct field mapping.
• Notify affected employees when required.

Profile Photograph Is Wrong

Possible causes include:

• Old image.
• Another employee’s image.
• Directory cache.
• Rehire profile.
• Incorrect upload.
• Integration error.

Do not upload another employee’s photograph as a temporary fix.

Ask HR or IT to correct the official image.

Employee Status Is Wrong

A directory can show:

• Active.
• On leave.
• Inactive.
• Terminated.
• Contractor.
• Temporary.

An incorrect status can affect much more than the directory.

Possible consequences include:

• Login loss.
• Payroll.
• Timekeeping.
• Benefits.
• Scheduling.
• Approval access.
• Employment verification.

Contact HR immediately when an active employee appears terminated.

Department Contact

Employees may use the directory to find:

• HR.
• Payroll.
• Benefits.
• IT.
• Safety.
• Compliance.
• Facilities.
• Manager.
• Executive assistant.
• Leave administrator.

However, the first person with an HR title is not necessarily responsible for every employee request.

The employer can centralize policies and support information inside People Cloud or an HR chatbot, depending on configuration.

Who Is My HR Administrator?

Official isolved employee guidance explains that an HR administrator is typically a person working for the employer’s HR department. Some employers outsource HR functions to a contracted HR services firm.

The correct contact may therefore work for:

• Employer HR.
• Payroll department.
• Benefits team.
• Professional employer organization.
• HR service provider.
• Authorized network partner.

Do not assume a public isolved employee is the administrator for the user’s company.

Can isolved Access My Employee Record?

Official isolved employee guidance states that only the employer can access the individual employee record. Employees should contact their employer’s HR department for account-specific help.

Public isolved support cannot independently:

• Change a manager.
• Edit a department.
• Approve PTO.
• Correct a timecard.
• Modify a pay rate.
• Reassign a review.
• Remove a directory profile.

HR Contact Is Missing

Possible reasons include:

• Directory hides HR profiles.
• HR is outsourced.
• Support uses a shared inbox.
• Employer provides an HR chatbot.
• Local manager is the first contact.
• Contact information appears under Company Information.
• Employee belongs to another legal entity.

Useful request:

“I need employee-record assistance, but no HR contact appears in the directory. Please provide the authorized HR or contracted service contact for my employer profile.”

Payroll Contact Versus HR Contact

HR can generally address:

• Reporting line.
• Job title.
• Department.
• Work location.
• Employee status.
• Directory privacy.

Payroll can generally address:

• Pay statements.
• Direct deposit.
• Tax withholding.
• Earnings.
• Payroll deductions.
• Payroll corrections.

A directory entry labeled HR Manager may not be the payroll processor.

Benefits Contact

Benefits administration can be handled by:

• Employer HR.
• Dedicated benefits team.
• Broker.
• Benefit Services administrator.
• Carrier.
• External provider.

The employee should identify whether the question concerns:

• Enrollment.
• Eligibility.
• Insurance claim.
• HSA or FSA.
• Payroll deduction.
• Carrier record.

Each can have a different contact.

Reporting Line and PTO Approval

A PTO request can route to:

• Direct manager.
• Scheduling manager.
• Location manager.
• Department manager.
• Backup approver.
• HR.

A profile correction may affect future requests but not an already submitted transaction.

Reporting Line and Timecard Approval

Timecards can be assigned by:

• Workgroup.
• Pay group.
• Location.
• Supervisor.
• Department.
• Labor assignment.

The formal directory manager can differ from the timekeeping approver.

This is especially common with:

• Matrix teams.
• Multiple locations.
• Client assignments.
• Shared employees.
• Temporary transfers.

Reporting Line and Expense Approval

Expense reports can route according to:

• Project.
• Cost center.
• Department.
• Amount.
• Client.
• Manager.
• Finance rule.

An employee’s manager can approve ordinary expenses while a senior leader approves transactions above a threshold.

Reporting Line and Performance Reviews

Performance reviews commonly use the formal manager record, but a review cycle may be created before a transfer.

Possible outcomes include:

• Former manager completes the review.
• Current manager completes it.
• Both provide input.
• HR reassigns the review.
• Review is split by period.

Ask HR rather than assuming the live org chart automatically reassigns an existing review.

Reporting Line and Compensation

A compensation workflow can require:

• Direct manager.
• Department leader.
• Finance.
• HR.
• Executive approval.

The manager shown in the directory may be able to recommend but not approve a raise.

Reporting Line and Employee Changes

Requests involving:

• Job title.
• Pay rate.
• Work location.
• Promotion.
• Transfer.
• Employment status.

can route through a different workflow than ordinary employee self-service.

Do not treat an org-chart drag-and-drop planning view as an approved employee change.

Reorganization

A reorganization can involve:

• New departments.
• New managers.
• Position changes.
• Cost-center changes.
• Location changes.
• Approval-routing updates.
• New job titles.
• Security-role changes.

These changes may take effect at different times.

Example:

Announcement date: August 1
Official HR effective date: August 15
Payroll effective date: August 15
Directory refresh: August 16
New manager approval access: August 18

Temporary inconsistencies can occur.

Reorganization Was Announced but Chart Is Old

Ask:

• Official effective date.
• Whether the announcement is final.
• Which chart is authoritative.
• When HR records will update.
• Whether pending requests should use the old or new approver.

Do not manually route sensitive documents to a person based only on an informal announcement.

Promotion Appears Before Effective Date

A future-dated position can appear early in some planning or directory views.

Confirm the effective date before using the new title in:

• Employment verification.
• Pay questions.
• Expense authority.
• Manager approvals.
• External communication.

Manager Access After Promotion

A promoted employee may require separate setup for:

• Direct reports.
• Timecards.
• PTO.
• Expenses.
• Performance.
• Compensation.
• Employee data.
• Scheduling.

The position change alone may not grant all security access.

Demotion or Transfer

A manager who changes roles may continue to see former employees until:

• Security roles are removed.
• Approval groups are updated.
• Existing requests close.
• Directory synchronization completes.
• Delegation ends.

Report excessive continued access to HR.

Leave Coverage

When a manager is on leave, the org chart may continue showing that person as the formal manager while another supervisor handles approvals.

This can be correct.

Ask whether the replacement is:

• Temporary delegate.
• Interim manager.
• Permanent manager.
• Approver only.

Organizational Chart and Employment Verification

An org chart is not normally an official employment-verification report.

It may not prove:

• Current salary.
• Hire date.
• Employment status.
• Guaranteed position.
• Legal employer.
• Future employment.

Use the employer’s approved verification process.

Organizational Chart and Legal Authority

A person’s position in an org chart does not necessarily establish authority to:

• Sign a contract.
• Approve a payment.
• Release employee records.
• Change compensation.
• Make legal commitments.

Follow the employer’s formal authorization policies.

Directory Screenshot

Where employer policy permits, a screenshot can help document:

• Wrong title.
• Wrong manager.
• Duplicate profile.
• Privacy exposure.
• Outdated department.

Avoid capturing:

• Unrelated employees.
• Personal contact information.
• Salary.
• Private planning data.
• Confidential vacancies.

The employer’s audit records are more authoritative than a screenshot.

Unauthorized Directory Change

Warning signs include:

• Manager changed without explanation.
• Department changed.
• Work location changed.
• Personal phone became visible.
• Employee status changed.
• Unknown profile photo.
• Duplicate profile appeared.
• Approval requests rerouted.
• Unexpected login code received.

Take these steps:

1. Contact HR.
2. Secure the People Cloud account.
3. Change the password when compromise is suspected.
4. Review MFA methods.
5. Ask the employer to preserve profile-change history.
6. Review pending approvals.
7. Review payroll, timekeeping, and benefits access.
8. Obtain an incident reference.

Another Employee’s Private Profile Appears

Stop reviewing the data.

Do not:

• Download it.
• Copy it.
• Contact the employee.
• Share screenshots.
• Open payroll or benefits sections.
• Change the reporting line.
• Use the contact details for unrelated purposes.

Notify HR or employer security immediately.

I Solve Directory Phishing

A fraudulent message may claim:

• Employee must sign in to confirm a new manager.
• HR needs the employee’s password.
• A verification code is required to update the org chart.
• A fee is required to restore directory access.
• Banking information is needed to verify department assignment.
• Gift cards are required by a new executive.
• Remote-access software must be installed.

Open the official employer-provided People Cloud route independently.

A legitimate directory or manager update should not require:

• Current People Cloud password shared with another person.
• One-time authentication code.
• Online banking password.
• Debit-card PIN.
• Gift cards.
• Cryptocurrency.
• Remote device control.

Fake Executive Request

A scammer can use publicly visible directory information to impersonate:

• Chief executive.
• Department leader.
• Manager.
• HR representative.
• Finance executive.

The message may request:

• Gift cards.
• Wire transfer.
• Payroll data.
• Employee documents.
• Account credentials.

Verify unusual requests through an independent workplace channel.

Knowing the correct reporting line does not prove the message is genuine.

Useful Missing-Directory Request

“I can access People Cloud, but no employee directory or organizational chart appears. Please confirm whether the employer provides one and whether my role has access.”

Useful Wrong-Manager Request

“My profile and org chart show the former manager after my transfer. Please confirm the official manager, effective date, and approval workflows that need reassignment.”

Useful Approval-Routing Request

“My PTO, timecard, expense, and performance tasks are routing to different people. Please identify the authorized approver for each workflow and correct any outdated routing.”

Useful Manager-Access Request

“My manager position is active, but no direct reports or approval tasks appear. Please confirm the employee assignments, security role, approval groups, and effective date.”

Useful Duplicate-Profile Request

“My employee profile appears twice in the directory under different departments. Please identify the active employee and position records and correct any duplicate access or routing.”

Useful Privacy Request

“My personal telephone number, email, home address, compensation, or other private information is visible in the employee directory. Please restrict access, correct the field mapping, and review who could view it.”

Useful Former-Employee Request

“A former employee remains displayed as active and continues to receive approval tasks. Please review the termination status, directory synchronization, account access, and pending workflow assignments.”

Useful Reorganization Request

“The reorganization was announced, but the directory, org chart, and approval workflows still show the prior structure. Please confirm the official effective date and transition plan.”

Useful Security Request

“My manager, department, location, or directory profile changed without authorization. Please secure the account, preserve the profile audit history, and review connected approval and payroll records.”

These requests provide useful information without exposing passwords, authentication codes, private employee data, or confidential workforce-planning details.

Who Should Handle Each Issue?

Contact HR About:

• Manager.
• Department.
• Position.
• Job title.
• Work location.
• Employee status.
• Direct reports.
• Reorganization.
• Duplicate profile.
• Directory privacy.

Contact the Workflow Administrator About:

• PTO routing.
• Timecard approval.
• Expense approval.
• Performance review.
• Compensation workflow.
• Backup approver.
• Delegation.

Contact IT or People Cloud Administration About:

• Missing directory.
• Search failure.
• Mobile issue.
• Profile photograph.
• Single sign-on.
• Security permissions.
• Unauthorized access.
• Integration delay.

Contact Payroll About:

• Payroll supervisor.
• Pay-group assignment.
• Timecard routing.
• Tax work location.
• Payroll-related employee record.

Contact Employer Security or Privacy About:

• Private data exposure.
• Another employee’s profile.
• Salary visibility.
• Unauthorized manager change.
• Suspicious executive messages.
• Account compromise.

Official isolved guidance states that the employer controls employee records and that employees should contact their own HR department for account-specific help.

Frequently Asked Questions

Is I Solve the Official Directory Name?

“I Solve” is generally a search variation of isolved. The official employee platform is isolved People Cloud.

Does isolved Have an Org Chart?

isolved’s Marketplace currently offers an OrgChart integration that can create synchronized organizational charts from employee and position data. Availability depends on employer configuration.

Why Can’t I Find the Directory?

The employer may not enable it, access may be restricted, or the directory may be available through another application.

Why Is My Manager Wrong?

The transfer may not be processed, the effective date may be in the future, or the employee and position hierarchies may be inconsistent.

Is the Manager in My Profile My PTO Approver?

Not necessarily. PTO, timecards, expenses, reviews, and compensation can use different approval workflows.

Why Does My Old Manager Still Receive Requests?

Existing requests can remain assigned to the original approver, or the workflow routing may not have been updated.

Why Can’t a New Manager See Direct Reports?

The manager may still need security roles, employee-group assignments, or workflow permissions.

Why Does a Former Employee Remain in the Chart?

The directory may not have synchronized, the profile may be retained historically, or the person may have another active relationship.

Is a Directory Job Title an Official Employment Verification?

Not necessarily. Use the employer’s approved employment-verification process.

Can an Org Chart Show Vacant Positions?

Yes. The current OrgChart Marketplace integration can represent vacancies and workforce-planning scenarios.

Can Ordinary Employees See Salary in the Org Chart?

They generally should see only information authorized for their role. Unexpected compensation visibility should be reported immediately.

Who Is My HR Administrator?

Usually someone in the employer’s HR department or a contracted HR service provider.

Can Public isolved Support Change My Manager?

No. The employer controls the employee’s reporting line, security role, and approval workflows.

Final Point

An i solve company-directory problem should be reviewed beyond the visible manager name.

The employee should distinguish among:

• Employee profile.
• Preferred name.
• Job title.
• Position.
• Department.
• Work location.
• Formal manager.
• Daily supervisor.
• Project manager.
• Timecard approver.
• PTO approver.
• Expense approver.
• Review manager.
• Organizational chart.

The safest process is:

1. Use the official employer-provided People Cloud route.
2. Confirm the correct employer profile.
3. Check the employee profile and org chart.
4. Confirm the official effective date of a transfer or promotion.
5. Distinguish formal manager from operational supervisor.
6. Identify the approver for each workflow.
7. Reassign pending requests when necessary.
8. Verify new manager security permissions.
9. Report duplicate or former-employee profiles.
10. Protect personal directory information.
11. Treat static org-chart exports as potentially outdated.
12. Verify unusual executive requests independently.
13. Ask HR to preserve audit history for unauthorized changes.
14. Contact the employer—not public isolved support—for record corrections.
15. Never share a People Cloud password or authentication code.

Official isolved materials confirm that People Cloud centralizes employee information and supports role-based HR workflows. The current Marketplace also offers OrgChart integration using synchronized employee and position data, including vacancies and customizable organizational views. Employers remain responsible for source-record accuracy, directory permissions, reporting lines, approval routing, and privacy.

This independent website does not operate isolved, People Cloud, or OrgChart; display employee profiles; modify reporting lines; assign managers; approve requests; grant security permissions; or collect employee credentials.

Sources Consulted

This article was researched using current official isolved People Cloud, HR Teams, Employee FAQ, Contact and Support, Mobile App, HR Chatbot, Marketplace OrgChart, platform, and administrator-support materials. Directory availability, employee fields, organizational charts, manager assignments, approval routing, privacy permissions, and synchronization schedules can differ by employer.