HR suite

Many companies already have payroll software and an administrative HRIS. What is missing is management: skills, social climate, compliance, lifecycle. The HR Suite plugs into the client's existing core record (identity, contract and payroll stay with them) and adds this operational layer. Each piece of data is entered in one place only; every module reads it.

Interactive demo: “Cévia Mobil” company preloaded (leisure vehicle manufacturer, ~240 employees, 2 sites). Change profile at the top right to see the effect on navigation and visible data. Open full screen →

The problem

The HRIS market is dominated by heavy suites that want to replace everything, payroll included. Many industrial SMEs don't want that: they have their payroll, and it works. Their need lies elsewhere: anticipating the loss of know-how, tracking absenteeism, preparing the economic & social database, keeping the GDPR register.

The tool

A light operational layer that plugs into the client's existing core record (identity, contract and payroll stay with them) and respects the system in place instead of trying to replace it. Each piece of data is entered in one place only; every module reads it. This demo shows that several processes and applications can be brought together into one.

How it works

Single employee record: civil status, contract, reporting line, pay, synced from the client's HRIS and payroll, never re-entered. A data dictionary states, for each field, which system is its source of truth.
Workforce planning: skills and versatility matrix, individual reviews, skills at risk (age × retirement) and handover plan, fed by the core record, not by separate entry.
HR analytics: payroll and forecast, absenteeism by department and reason, turnover, gender equality index, scheme take-up, from the client's payroll outputs.
Lifecycle: onboarding and offboarding journeys with checklists (admin, equipment, access, welcome), with access revocation logged for compliance.
Social climate: wellbeing survey (eNPS, results by dimension and department with an anonymisation threshold), comments, action plan.
Employee relations: works council composition and mandates, meeting calendar, and an economic & social database assembled automatically from the other modules.
Employee and manager portals: leave requests, contact detail updates (with an approval workflow that then updates the core record), raising needs.
Foundation: GDPR compliance (register, consents, purge, data subject rights), privacy profiles and audit log, connectors to payroll, the ATS, accounting and the IT directory.

What it changes

Management without replacement: HR management moves forward without replacing the payroll or administrative HRIS in place.
Single entry: each piece of data is entered once and read by every module.
Reporting assembled: the economic & social database and regulatory reporting are assembled from what exists, with no workbook to rebuild.
A single application: several HR processes, usually spread across separate tools, are brought together in one application.

A tool that connects to the others

The HR Suite is already built on a shared core record: the natural base to link the other tools.

With skills management and the workforce planning : the same employees, jobs and organisations are used to assess skills and anticipate needs.
With theline balancing : production staff are taken over directly, with no re-entry, to assign tasks and plan headcount.
With employee relations and workplace wellbeing : the real headcount and sites determine social obligations and feed the workplace wellbeing indicators.

Our demos are shown separately, but nothing prevents linking them. With a shared database, the tools can form a real intranet built around your business: each department uses its own screens, and information entered once is available everywhere.