Human Resource Management (HRM)
People, payroll, and performance — from first day to last.
Human Resource Management brings core HR, payroll, time, talent, and performance into one employee record, with the compliance obligations of every country you employ in handled inside the system. HR spends its time on people; the system spends its time on the paperwork.
What it does
An employee's record is scattered across the tools that were bought for each stage of their journey. Recruitment holds the application. Onboarding holds the contract. Payroll holds the salary. A spreadsheet holds the leave balance. Another holds the review. When someone changes role, moves country, or leaves, each of those has to be updated by hand — and the ones that are missed become the payroll error, the access that was never revoked, or the compliance gap found in an audit.
We implement HRM as one record that follows the person. The candidate becomes the employee without re-entry. Compensation, contract, time, absence, goals, and development history live on the same profile, visible to the employee, their manager, and HR according to role. Payroll runs from that data, with the tax, social contribution, and reporting rules of each country applied automatically. When the person moves or leaves, one change propagates everywhere it needs to — including to the identity system that controls what they can log into.
Capabilities
Core HR and employee lifecycle
Positions, contracts, compensation, org structure, and documents on a single employee record, with every change versioned and effective-dated so history and future changes are both accurate.
Payroll and multi-country compliance
Gross-to-net calculation with the tax, social security, and statutory rules of each country you employ in, statutory filings generated from the run, and integration with local payroll providers where required.
Time, attendance, and leave
Working-time rules, shift patterns, overtime, and leave entitlements per country and contract type. Balances accrue automatically, requests route to the right approver, and absence flows into payroll.
Recruitment and onboarding
Requisitions, job posting, applicant tracking, interview scheduling, and offers — then onboarding tasks, documents, and equipment requests triggered the moment the offer is accepted.
Performance, goals, and learning
Goal setting aligned to team objectives, review cycles with calibration, continuous feedback, and learning paths and skills tracked against roles so development is a record rather than a conversation.
Employee and manager self-service
Employees update their details, request leave, view payslips, and complete reviews. Managers see their team's time, absence, goals, and headcount in one portal — on desktop or mobile.
Standards and integrations
Employee data protection, payroll compliance, and integration standards are built in so the system is lawful in every jurisdiction you operate in and connected to the rest of your estate.
- GDPR employee data
- Lawful basis, retention schedules, access controls, and subject-access handling for the most sensitive personal data a company holds.
- Local labour and payroll law
- Country-specific working-time, leave, tax, and social-contribution rules maintained and applied per jurisdiction.
- ISO 30414
- Human capital reporting metrics — headcount, turnover, cost, diversity — produced from the system for internal and external disclosure.
- SCIM
- Automated provisioning and deprovisioning of accounts in your identity provider from joiner, mover, and leaver events.
- SOC 2 / ISO 27001
- Security and confidentiality controls for the platform holding salaries, identity documents, and health-related absence data.
- WCAG 2.2
- Accessible self-service so every employee can use the system, regardless of ability or assistive technology.
Why businesses bring us in
— One employee record from offer to exit
Nothing is re-keyed between recruitment, onboarding, payroll, and performance. The record is created once and grows with the person, so what HR sees is complete and current.
— Payroll that is right the first time
Because payroll reads time, absence, and compensation from the same record they were entered in, the run reflects reality. Corrections become rare, and each country's rules are applied by the system, not remembered by a person.
— Managers see their team, not a spreadsheet
Headcount, absence, goals, and reviews for a manager's team in one place, with approvals and requests handled there. HR stops being the help desk for questions the manager can answer themselves.
Part of the Enterprise suite
Enterprise Resource Planning (ERP)
Finance, inventory, and operations on one system of record.
Customer Relationship Management (CRM)
Pipeline, accounts, and service in a single view.
Supply Chain Management (SCM)
Sourcing to delivery with live visibility at every step.
Business Intelligence (BI)
Dashboards and reporting built on trusted data.
Enterprise Asset Management (EAM)
Asset lifecycle, maintenance, and uptime tracking.
Tell us how many systems an employee touches today.
Walk us through a hire, a promotion, and a departure as they happen now. We will show you what each looks like as a single change on one record, and what it saves.