Services / Development & Integration
HR Solutions
HR data is operating data. When attendance, leave, payroll and cost centres live apart from the ledger, labour cost becomes a monthly guess. We implement core HR so headcount, hours and cost reconcile automatically.
- Practice
- Development & Integration
- Best fit
- Best fit for organisations with shift work, multiple sites, or a payroll that is currently rebuilt in Excel each month.
- Industries
- Manufacturing · Textile · Healthcare · Education · Construction · Professional Services
What’s included
Scope, stated before we start
Six work-streams that make up a standard engagement. Anything outside them is priced separately and named in the proposal — never absorbed quietly.
Core HR & org structure
Employee master, positions, grades, cost centres and reporting lines as one governed structure that finance and HR both recognise.
Time, attendance & shifts
Biometric and card device integration, shift patterns, overtime rules, leave accrual and exception approval — automated to the rule, not the memory.
Payroll processing
Earnings and deduction structures, tax and statutory contributions, loans and advances, plus a payroll-to-GL posting that reconciles first time.
Employee & manager self-service
Leave requests, payslips, claims and approvals on web and mobile — removing the paper queue outside the HR office.
Recruitment & onboarding
Requisition-to-offer tracking and a structured onboarding checklist spanning IT provisioning, training and documentation.
Workforce analytics
Headcount, attrition, absence, overtime and cost-per-unit reporting in the same Power BI model as the rest of the business.
Outcomes
What changes when this is done properly
These are the three differences clients describe six months after go-live — not feature claims.
- Payroll that reconciles to the GL without adjustment
- Attendance exceptions handled by rule
- Labour cost visible per plant, line and shift
Not sure this is the right service? Discover is a fixed-price, two-to-three week assessment that answers the question with evidence — and it is usable whether or not you appoint us. Start there instead →
Who it’s for
Industries where this comes up most
Each links to how the service is shaped for that sector — the requirements differ more than vendors admit.
Our approach
The same four phases, applied to this scope
Reused deliberately. A consistent method is what makes a fixed price honest and a date holdable.
01
Discover
Process mapping before software selection.
We walk the floor and the ledger. Two to three weeks of structured interviews and document tracing produce a current-state process map, a data-quality baseline, and a written list of the decisions your systems cannot currently answer.
02
Design
One target architecture, agreed on paper.
Chart of accounts, item and customer master rules, approval hierarchies, integration contracts and reporting model are designed together — not discovered during build. You sign off a blueprint, not a demo.
03
Deliver
Configure, migrate, test, train — in that order.
Iterative configuration with fortnightly conference-room pilots. Data migration runs three times before go-live: trial, dry run, and cutover, each reconciled to the closing trial balance. Users train on their own data.
04
Sustain
Hypercare, then measurable adoption.
Four to eight weeks of hypercare with named owners and a burn-down of issues. Then a governance rhythm: master-data stewardship, monthly close review, and a Power BI adoption dashboard that shows whether the system is actually being used.
Related case study
One ledger for three entities, closed in four days
A spinning, weaving and garment group running three disconnected accounting systems consolidated onto a single NetSuite ledger — with a governed item master and export documentation generated from order data.
The blueprint stage was uncomfortable in the best way. They made us settle arguments about our own process before a single screen was configured — which is why the go-live was boring.
Inside the ERP where its HR module genuinely fits — one master, one security model. Separate best-of-breed where local payroll compliance or shift complexity demands it, always with a governed integration to the ledger.
In most cases yes, through the device SDK, database or a scheduled export. We validate clock discipline and duplicate-punch handling before go-live, because that is where attendance disputes come from.
Yes — statutory deductions, contribution schedules and filing formats configured and validated against live submissions. We test against last month's actual payroll before cutover.
As a distinct population with its own attendance capture, rate structure and cost allocation, so direct labour cost per unit stays accurate without inflating permanent headcount.
More in Development & Integration
Delivered by the same team
Next step
Talk to someone who has implemented HR Solutions before
Not a sales call. A working conversation with the person who would run the engagement, and a straight answer on scope, sequence and cost.