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- Small Business HRMS
- Who it's for
- Multi-location businesses
Multi-location businesses
Location and department references let HR distinguish office, remote, field and hybrid workers. Start with the employee record, then connect the work each person actually enters or approves. Choose an operating period the team can reconcile before expanding the scope.
How Small Business HRMS is set up for you
People records
HR Business Partner keeps employee identity, department, position, location and manager current. A dated change belongs in employment history so the previous assignment can be explained.
Time and leave
Employees enter their requested absence and weekly hours. Reviewers see the requested dates, the named approver and the state of each request before payroll uses the period.
Pay review
Payroll Admin works from the payroll calendar through the run, statements and lines. The designated approver decides the run before it reaches the later pay status.
Growing the team
Recruiter follows openings, applications, interviews and offers. Admin assigns arrival work after a person accepts an offer.
Location and department references let HR distinguish office, remote, field and hybrid workers. Start with the employee record, then connect the work each person actually enters or approves. Choose an operating period the team can reconcile before expanding the scope.
Pilot one location per pilot group and a mapped manager for each employee. Import current employee IDs and the organization references they use. Check an employee whose department or manager recently changed, one leave request in the period and one statement from the payroll calendar. The HR owner should be able to trace each result to its source record and decision.
Settle who may see salary, benefit and performance information. Use ordinary accounts to test that an employee can work on their own records and an operating owner can see the cases assigned to them. The team should agree how to correct a mistaken status and how to retain the earlier result.
[Plan the first cycle](/hrms-for-small-business/implementation) and [review the people record](/hrms-for-small-business/modules/people-and-positions).
Features to start with
People and positions
Maintain each employee’s position, department, location and manager in one people record.
Recruiting and offers
Follow an opening from approved requisition through applications, interviews and offer.
Onboarding and lifecycle
Assign arrival and departure work while retaining dated employee changes.
Roles on the team
- Employee
- Self-service record entry on leave, timesheets and goals; read-only on pay, benefits and performance.
- 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.
- HR Business Partner
- Record entry on people and performance tables; read-only on pay and benefits.
- Admin
- Superuser: full record CRUD on all 33 HRMS tables, plus every view, report and app setting.
Set up Small Business HRMS your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.