Human resource platforms covering hiring, onboarding, attendance, payroll, performance and compliance — built for how distributed teams actually work.
- -56%
- HR admin time Transactional workload removed
- 99.97%
- Payroll accuracy Post-stabilisation cycles
- 2 days
- Onboarding time Down from 9 days
HR software tends to be built for the HR department rather than for the 500 people who have to use it. The result is a system that is technically complete and practically ignored, with the real work happening in email threads and shared drives.
We build HRMS around the employee moment — the leave request from a phone, the appraisal that takes eight minutes, the offer letter that generates itself — and let the compliance rigour sit invisibly underneath.
What this covers
- Applicant tracking, interview scheduling and offer management
- Digital onboarding with document collection and e-signature
- Attendance, geo-fenced check-in, shifts and leave management
- Payroll engine with statutory compliance (PF, ESI, TDS, PT)
- Performance reviews, OKRs and continuous feedback
- Learning and skill-gap integration
- Employee self-service portal and mobile app
- Workforce analytics, attrition modelling and headcount planning
What lands on your side.
Not a status report. Every item below is an artefact your team owns and can use without us.
HR process blueprint
Policy-to-system mapping, approval matrices and compliance requirement register.
Core HRMS
Employee master, org structure, attendance, leave and document vault.
Payroll module
Salary structures, statutory computation, payslips and bank-file generation.
Employee apps
Mobile self-service for attendance, leave, claims, payslips and directory.
Analytics & compliance
Statutory reports, audit trails and workforce dashboards for leadership.
The delivery shape for this practice.
Phase boundaries are commercial as well as technical — each one has its own fixed price, so you can stop after any of them.
- Step 1
Policy discovery
Handbook-to-workflow translation, statutory scope and edge-case register.
2–3 weeks
- Step 2
System design
Org model, approval matrix, payroll structures and integration map.
2–3 weeks
- Step 3
Modular build
Core HR, then attendance, then payroll, then performance — each usable on delivery.
10–20 weeks
- Step 4
Parallel payroll
Two to three cycles run in parallel with the existing system before cutover.
2–3 months
- Step 5
Adoption & evolve
Manager enablement, self-service push and annual statutory updates.
Ongoing
Indicative starting points.
Real numbers come out of discovery. These are the ranges engagements of each shape have actually started at, so you can tell early whether we are in the same conversation.
Core HR
Employee master, attendance and leave.
from₹7,00,000/project
- Employee database
- Attendance + leave
- Self-service portal
- Basic reports
HRMS Suite
Full people platform including payroll.
from₹22,00,000/project
- Core HR
- Payroll + statutory
- ATS + onboarding
- Performance
- Mobile app
Enterprise People Cloud
Multi-entity, multi-geography workforce platform.
from₹55,00,000/project
- Multi-country payroll
- Workforce planning
- ERP integration
- Compliance certification
- SLA support
Figures are indicative and exclude third-party licences and media spend. Fixed-price phases are quoted after discovery.
The ones we get asked first.
Tell us what is not working.We will tell you what it takes.
A 30-minute call, no deck. You describe the problem, we tell you whether it is one we should take — and if it is not, who we would point you to instead.
Or email hello@triversesolutions.co.in — replies within one business day.