Sailpoint oh my

Here is what I suggest. Create a small presentation on the value of HR data for the security of the company. Something you can summarise in a list of bullets and highlight what's there and what isn't. Tackle elements like start and end date, required to on-board and off-board. If a start date is not accurate, it costs money and results in a bad user experience. That is something HR typically cares about. If the end date is not accurate, then that puts the company at risk. You may also be liable under any regulation for not removing access in a timely manner and as a result, any potential fine may not get a discount as the company failed to implement the simplest of processes. Name, manager, start date and end date are the absolute minimum requirements. When it comes to cost centers, job titles, departments, that data is extremely valuable if you want to move beyond the basic "Employee Access" role assignments and automate a significant portion of access assignment and removal. This means great ROI if HR gets it right, but great risk if they do not understand their role in this universe. I have seen entire companies get de-provisioned because HR decided on their own to give everyone a new cost center, failing to realise that the entire role model was based on that data. In other words, within hours of HR pushing the button for their grand updated cost center design, all role-based access was revoked because the role assignment logic was no longer applicable. Your identity system then does exactly what you ask it to do. This is usually a great example to let HR and others understand why their data and accuracy of their data is so important. However, if HR isn't yet playing ball, do not get hung up over it. After all, you can still build roles, you just cannot automatically assign them, but a manager requesting one or two role on a new hire with instant results is better than manual work and helpdesk tickets for the 10 apps and 50 entitlements that person needs. You still win massively, even without more detailed HR data. As for reaching out to a union rep, I do not know how that works, I am based in Europe, but if your management is in the idiots category, I would find another job. There is a great demand on Identity knowledge out there, so that should not be hard. So feel empowered to educate them and if that fails, wish them good luck and move on.