Human Resources & People Operations
HRM
People ops with interop built in — not an HR island.
Background & Context
HRM serves human resources & people operations organizations that need integrated operations—not disconnected spreadsheets and siloed departments. HR teams need one system for the employee lifecycle — hire to retire — with leave balances, payroll runs, training records, and performance reviews. People data also touches scheduling (provider changes), projects (resource allocation), and compliance (GDPR erase). HRM is delivered as a standalone NestJS + Next.js suite module with its own API, portal, billing SKU, and schema prefix hrm_. It covers departments through time entries with interop ports for scheduling provider changes and GDPR erase — linkable to Projects and Suite Platform without shared databases.
The Challenge
Contracts in folders, leave in email, payroll in another tool — no single source of truth for employee records Managers approve leave via Slack; HR re-keys into payroll and balances drift Payroll runs lack audit trail — who was included, what changed, and when it posted is unclear HR updates an employee role but the booking calendar still shows old provider availability GDPR right-to-erasure requests require touching HR, CRM, and scheduling separately without a coordinated process
The Solution
HR teams need one system for the employee lifecycle — hire to retire — with leave balances, payroll runs, training records, and performance reviews. People data also touches scheduling (provider changes), projects (resource allocation), and compliance (GDPR erase). HRM is delivered as a standalone NestJS + Next.js suite module with its own API, portal, billing SKU, and schema prefix hrm_. It covers departments through time entries with interop ports for scheduling provider changes and GDPR erase — linkable to Projects and Suite Platform without shared databases.
Our Approach
Process analysis & blueprint
We documented current human resources & people operations workflows, data sources, and approval paths—then defined module scope and success metrics for HRM.
Core module rollout
Phased deployment of HRM capabilities with master data migration, user training, and UAT cycles aligned to operational calendars.
Go-live & continuous improvement
Controlled go-live with hypercare support, executive dashboards, and a backlog for automation, mobile extensions, and analytics.
What We Delivered
- Organization structure — departments, employees, addresses, documents, and contracts
- Leave management — types, balances, requests with approve/reject/cancel workflow
- Payroll — period-based runs with post action and audit trail
- Training and performance — records and reviews tied to employee profiles
- Time entries — tracking for hourly and project-based workers
- Interop and compliance — GDPR erase, scheduling provider-changed webhook, migration import
Outcomes & Impact
- Hire-to-retire employee lifecycle in one product — not scattered folders and inboxes
- Leave and payroll connected workflows with balance and period discipline
- GDPR erase capability built in with audit logging
- Scheduling provider sync via webhook when scheduling is linked
- Standalone runnable — entitle HRM without CRM or Finance on day one
- Zero shared people database with scheduling or Projects — webhooks and service links only
HRM gives human resources & people operations teams a single operating system for the workflows that matter—visibility for leadership, structure for operators, and a foundation for the next phase of growth.
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