Custom HRMS Development Services

Central employee records built on a data model that accommodates your actual workforce structure rather than forcing it into a standard employee/manager hierarchy. PostgreSQL with JSONB columns for employment-type-specific custom fields: permanent employees, contractors, agency staff, and zero-hours workers each have different mandatory fields and entitlement rules, and the schema enforces the right fields per type. Organisation hierarchy stored as an adjacency list supporting multiple reporting lines for matrix organisations -- an employee with a functional manager and a project manager appears correctly in both reporting chains without duplication. Document management with S3 storage, per-employee access controls, and retention period enforcement: employment contracts, right-to-work documents, and performance review records with configurable retention schedules per document type. Employee self-service portal for personal data management, payslip retrieval, document submission, and request submission -- reducing HR admin volume for the routine updates that don't require HR involvement. Active Directory or Google Workspace account lifecycle sync: employee creation and termination in the HRMS triggers account provisioning and deprovisioning automatically.

Payroll calculation built around your actual pay rules rather than configured around what the standard platform's template supports. Tax calculation with jurisdiction-specific tables maintained as data not code: UK PAYE bands, National Insurance employee and employer contributions, and Student Loan deductions; US FICA employee/employer rates, federal and state income tax withholding tables by state; Australia PAYG withholding with tax tables from the ATO. Commission structures with multi-period accumulation logic: a commission plan with quarterly accelerators requires knowing YTD attainment against quota, not just this period's sales figure. Shift differentials applied by time-of-day and day-of-week rules with the specific multiplier your agreement specifies. Bank transfer file generation in the format required by your banking provider: BACS in the UK, NACHA ACH in the US, direct credit files for Australian banks. Payroll GL journal posting to your finance system with the cost centre and department allocation split correctly across the chart of accounts -- not a single payroll expense line that finance manually re-allocates. Integration with external payroll providers (ADP, Paylocity, Sage Payroll) where jurisdiction complexity makes a dedicated provider the right approach.

Leave management built around your entitlement rules and the jurisdiction-specific statutory minimums that apply to your workforce. UK statutory minimum 5.6 weeks (28 days for full-time employees) with pro-rata calculation for part-time workers based on contracted hours and mid-year joiners based on start date. US FMLA 12-week unpaid leave tracking with certification deadline management and designation letter generation. Australia National Employment Standards: 4 weeks annual leave, 10 days personal/carer's leave, long service leave with jurisdiction-specific accrual rates. Accrual calculation methods configured per employment type: per-day accrual, per-pay-period accrual, front-loaded annual grant. Carry-over cap enforcement: the system applies the carry-over rule automatically at year-end rather than requiring HR to manually audit each employee's balance. Manager approval workflow with calendar visibility -- the approving manager sees the team calendar before approving overlapping leave requests. Bradford Factor scoring for absence pattern monitoring: the rolling 52-week Bradford Factor calculated per employee with automated notification to HR when a threshold is breached.

Time tracking for hourly, shift, and project-based workforces -- designed for the specific clock-in mechanism your operation uses. Web clock-in with IP whitelist validation for office workers; mobile app clock-in with GPS geofencing for remote and field workers (employees can only clock in when within the configured geofence of their assigned site); QR code or NFC tag clock-in for manufacturing and warehouse environments where workers don't carry personal devices. Shift scheduling and roster management with drag-and-drop shift assignment, shift swap request workflow (employee requests a swap, the covering employee accepts, manager approves), and minimum rest period enforcement between shifts. Overtime calculation with jurisdiction-specific rules: daily overtime threshold for California (8 hours/day) vs. weekly threshold for most other US states, different multipliers for double time vs. time-and-a-half. UK Working Time Regulations 48-hour weekly average monitoring: the rolling 17-week average calculated automatically with opt-out agreement tracking per employee. Break compliance alerts when logged hours violate mandatory break rules. Hours data feeds directly into payroll calculation at period end with no manual re-entry.

Performance review cycles with configurable rating scales, goal frameworks, and multi-source feedback -- built for the review process your organisation actually runs rather than the generic template most HRMS platforms impose. Goal tracking with OKR or SMART framework support: company-level OKRs cascade to department and individual goals with parent-child linking, so an employee's goals are visible in context of the team's objectives. 360-degree feedback with configurable respondent selection (self-nomination with manager approval, or manager-assigned), anonymity controls (responses visible to manager only or to the reviewee), and structured rating dimensions alongside free-text. Calibration session tooling: the calibration view shows all direct reports rated by their manager against the configurable scale, with distribution metrics (are ratings clustered at one point on the scale?) visible to the HR facilitator. Forced distribution or relative ranking as an optional calibration mechanism where your policy requires it. Merit increase recommendation workflow: performance rating maps to a suggested merit increase band, manager recommends a specific increase, HR approves within policy or escalates exceptions. Performance history linked to promotion and succession planning records.

HR compliance reporting for your operating jurisdictions built into the system so regulatory deadlines are met from routine data rather than a manual data-gathering exercise every reporting period. US: EEO-1 Component 1 report formatted for EEOC submission, FLSA classification compliance reports flagging employees at overtime risk, FMLA leave tracking with certification deadlines and designation letter generation. UK: Gender Pay Gap report in the GOV.UK submission format (mean and median pay gap, bonus gap, pay quartiles), Working Time Regulations compliance report flagging employees approaching the 48-hour average. GDPR data subject access request (DSAR) workflow: structured request intake, automated data export across all HRMS modules, 30-day deadline tracking, and right-to-erasure workflow with audit trail of what was deleted and when. Data retention scheduling: employment records retained for the required period by jurisdiction (6 years in the UK for most employment records) then flagged for deletion rather than retained indefinitely. Append-only audit trail for every HR system action -- exportable for employment tribunal evidence, SOC 2 access reviews, and internal HR audits. Headcount, turnover, cost, and diversity reports for leadership as scheduled PDF or live dashboard.