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- Security Services HRMS
- Who it's for
- Contract workforce employers
Contract workforce employers
A security services employer needs reliable employee identity, manager, employing entity and pay-period records across a distributed workforce. Start with those records and the approvals around leave, weekly hours and payroll. The HR team can review each worker's place in the organization before the next pay period.
How Security Services HRMS is set up for you
Large employee population
Use departments, positions and locations to identify each worker's home organization. Keep managers current so requests reach the right person.
Frequent hiring
Connect each opening to a position, then keep candidate, application, interview, offer and joining records together.
Weekly hours
Have employees record time by date and category. Review submitted timesheets before using hours in payroll.
Training continuity
Keep each completed course as an employee training record with a dated expiry outcome.
A security services employer needs reliable employee identity, manager, employing entity and pay-period records across a distributed workforce. Start with those records and the approvals around leave, weekly hours and payroll. The HR team can review each worker's place in the organization before the next pay period.
Pick one employing entity and a defined group of workers. Confirm their employee IDs, positions, managers, payroll calendar and active status. Work through one opening for an operations role and one accepted offer. Assign a joining checklist and a course enrollment. Then run a representative week with a leave request, time entries and a submitted timesheet. Compare approved hours with one employee's pay statement and the run totals before extending to more groups.
The location record can distinguish Office, Remote, Field and Hybrid work. Decide how those labels fit your workforce and who keeps them current. Keep payroll, leave and benefits rules under the right country and entity. A single administrative team may serve several operating departments, but each pay decision still needs a recorded approver and a review of the employee's current terms.
[Plan implementation](/hrms-for-security-services/implementation) and [review the people model](/hrms-for-security-services/data-model).
Features to start with
Recruiting and offers
Link a position to an opening, move candidates through interviews and review the salary on an offer before it is sent.
People and organization
Keep employee identity, employing entity, reporting line, position and dated employment changes in one place.
Leave and time
Put employee leave requests, balances, weekly timesheets and dated hours in front of the named approver.
Roles on the team
- HR Business Partner
- Record entry on people and performance tables; read-only on pay and benefits.
- 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.
- Hiring Manager
- Read-only visibility into requisitions and the hiring pipeline.
- Recruiter
- Record entry across the hiring pipeline; read-only on employees.
- Payroll Admin
- Record entry on payroll and tax tables; read-only on employees, benefits, leave and timesheets.
- CHRO / VP People
- Read-only oversight across all 33 HRMS tables.
- Admin
- Superuser: full record CRUD on all 33 HRMS tables, plus every view, report and app setting.
Set up Security Services HRMS your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.