As an HR Manager you see every employee in your company, and you handle most day-to-day administration. Your Dashboard shows what needs attention first:

employees missing NHF details;
documents expiring within 30 days;
unsigned policies;
overdue mandatory training;
pending leave approvals.

Onboard a new hire

Add the employee under Employees, or import them.
Under Onboarding, start onboarding for them and copy their welcome link.
Send the link to the new hire yourself, for example by email. It expires after 14 days, and you can issue a new one.
The new hire completes four steps without creating an account:
- their personal and bank details;
- a government ID, a passport photo and a signature;
- signing your policies and any equipment agreements;
- nominating a guarantor.
Full-time staff also complete an HMO enrolment form.
Track progress on the onboarding checklist. It completes automatically when every required step is done.
When the guarantor submits their verification form, open the guarantor request and verify it. The guarantor then signs an indemnity, and both documents are saved as PDFs.

Leave

Approving: requests from your team come to you. If your company uses two-step leave approval, you give the final HR approval after the line manager.
Filing for someone else: you can file leave on an employee's behalf.
After approval: you can cancel approved leave (the days go back to the balance), postpone it, or extend it.
Balances: under Leave Balances you can adjust a balance with a reason, and carry balances forward at year end.

Attendance

Employees clock in and out from their dashboard, and a clock-in after the shift start (plus any grace minutes) is marked late.

Under Attendance you can:

mark or correct attendance;
see the department heatmap;
run the attendance report;
export a month as CSV.

Absences and half-days reduce days paid in payroll.

Prepare payroll

Open Payroll and run payroll for the company and month. The run opens in HR review.
Check each employee's line and preview their payslip. Fix any employee data, then re-run as often as you need.
Submit the run for approval. Approvers get an in-app notice and an email.
If the approver sends the run back, it returns to HR review for you to correct.

You can't approve a run you submitted.

Performance

Quarterly KPIs: managers set targets for their reports; you (or your managing director) approve or return them.
Self-appraisals: employees complete one each quarter. Send a reminder to anyone who hasn't submitted.
Reviews: write or manage reviews within a performance cycle, using your review templates.
Performance improvement plans: create a plan with objectives and periodic reviews. The employee acknowledges it and can respond.
Staff of the Quarter: name a winner with a citation.

Complaints, discipline and suspensions

Complaints:
1. Employees file complaints, anonymously if they choose.
2. You assign the complaint, open an investigation, record interviews and notes, and resolve it.
Disciplinary cases: record actions from a verbal warning to termination. The employee acknowledges or refuses each action.
Suspensions: record paid or unpaid suspensions, then lift or conclude them.
Violations: log attendance violations, escalate them or dismiss them.

Documents and policies

Documents: generate offer letters, contracts, NDAs and reference letters. Send agreements for signature, then countersign them; signed copies are filed to the employee's folder.
Policies: publish policies as text or PDF. Track who has signed, and nudge anyone who hasn't.

Exits

An employee submits an exit request under My Exit, or you raise one for them.
Once you approve it, work through the exit checklist:
- the employee names a colleague, lists handover items and signs the handover;
- the colleague countersigns it;
- you record returned assets.
The employee completes an exit interview. Exit Interviews shows the most common reasons for leaving.
When you complete the exit, payroll pays the employee up to their last working day.