These cookies are required for the website to function properly. They ensure security, enable basic features like page navigation, and store user session data. You cannot disable these cookies.
- Financial Services HRMS
- Who it's for
- Banking teams
Banking teams
A bank can organize people records by entity, country, department and position while keeping payroll calendars tied to the employing entity.
How Financial Services HRMS is set up for you
People foundation
Connect each employee to a position, department, manager, entity and country.
Decision trail
Keep requisition, offer, leave and pay states with the owner who decided them.
Continuing record
Follow reviews, course enrollments and dated training evidence after hire.
A bank can organize people records by entity, country, department and position while keeping payroll calendars tied to the employing entity.
Use a hiring case for a risk analyst, a monthly payroll period and a dated training record. Check the position and pay grade before the offer decision. Review leave coverage alongside the department population, then inspect the statement lines before a run is approved.
Choose one employing entity and one pay calendar for the first cycle. Rehearse a candidate hire, an employee leave request and a payroll approval using the same operating dates. Ask each owner to verify the record received from the prior stage. Keep the first scope small enough to spot a wrong manager, position or pay calendar before a wider rollout.
For the analyst hire, check that the requisition points to the approved position and that the offer salary fits the linked pay grade. When the employee starts, HR Business Partner records the employing entity and manager. A later leave request should show the right approver and dated balance. Payroll Admin can then compare the approved leave and hours with the pay statement for that period. The sequence gives the bank a clear handoff from hiring to the first reviewed pay run.
Features to start with
Workforce records
Keep the employee register tied to the position, department, manager and pay context used by the rest of HR.
Recruiting and offers
Follow each opening from approved headcount to a candidate decision and dated offer.
Learning and onboarding
Give each new hire dated tasks and keep a separate record of course completion.
Roles on the team
- Hiring Manager
- Read-only visibility into requisitions and the hiring pipeline.
- Recruiter
- Record entry across the hiring pipeline; read-only on employees.
- Employee
- Self-service record entry on leave, timesheets and goals; read-only on pay, benefits and performance.
- L&D Admin
- Record entry on the learning catalog and training records; read-only on employees and positions.
- Payroll Admin
- Record entry on payroll and tax tables; read-only on employees, benefits, leave and timesheets.
- HR Business Partner
- Record entry on people and performance tables; read-only on pay and benefits.
- CHRO / VP People
- Read-only oversight across all 33 HRMS tables.
Set up Financial Services HRMS your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.