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- Security Services HRMS
- Who it's for
- Growing people teams
Growing people teams
A growing people team can lose context when recruiting, HR, learning and payroll each maintain a separate copy of a worker's details. This app connects the candidate's application and offer to an employee record, then keeps onboarding, leave, time, pay and development around that person. The team still decides each approval and checks the relevant policy.
How Security Services HRMS is set up for you
Recruiting handoff
An approved opening points to a position. Applications and interviews remain visible beside the offer decision.
Joining work
A checklist shows assigned tasks, due dates and blockers around the start date.
Self-service
Employees can enter goals, leave requests and weekly hours while reading the pay, benefits and training records relevant to them.
Development
Goals and reviews sit in a dated cycle; enrollments and training records explain learning progress.
A growing people team can lose context when recruiting, HR, learning and payroll each maintain a separate copy of a worker's details. This app connects the candidate's application and offer to an employee record, then keeps onboarding, leave, time, pay and development around that person. The team still decides each approval and checks the relevant policy.
Map the current people team to the configured roles. Decide who maintains positions, who opens requisitions, who records an offer decision and who reviews payroll. Pilot one open position and one hire. Check the resulting employee, checklist, payroll calendar and any course enrollment needed for the role. In the first full operating cycle, have the employee submit leave and time, then review a pay statement and a goal in the same employee context.
Keep access focused. A recruiter needs candidate and opening records, while a payroll administrator needs pay details. An employee should review their own information. A leadership reader can inspect outcomes across the workforce without being the person who edits each transaction. When a role change happens, update the employee's position and manager with a dated employment event so later reviewers can explain the change.
As the team grows, compare application stages, onboarding blockers, leave approvals, payroll status and expiring training records regularly. Each view answers a specific operational question; decide who is accountable for acting on it.
[Follow hiring](/hrms-for-security-services/processes/hire-to-start) and [review responsibilities](/hrms-for-security-services/roles).
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.
Learning
Assign courses, track enrollment outcomes and retain a dated record of completed training and expiry.
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.