Industries
Purpose-built for how Philippine businesses operate
From 24/7 BPO floors to multi-company groups, each industry gets the schedules, pay rules, and compliance workflows it actually needs.
BPO & Contact Centers
Run 24/7 operations with thousands of agents — without payroll surprises
Night shifts, holiday premiums, high attrition, and client-level cost allocation are everyday reality on a BPO floor. We designed for them from the start.
Challenges we solve
- Night differential and holiday premiums on shifts that cross midnight
- Onboarding training waves of 100+ agents at a time
- Attendance points, NCNS, and AWOL handled consistently
- Labor cost reported per client account
How it's used, day to day
Before the night shift huddle, a team lead clears a stack of overtime and schedule-change requests from their phone. An agent transferring to a new account gets their new schedule and cost-center split without a single email. At month-end, HR pulls headcount and attrition by account for the client business review — no spreadsheet stitched together the night before.
What you get
- OT, OB & schedule-change requests — Approved by the agent's own team lead.
- Self-service for every agent — Payslips, leave, and requests from any phone.
- Shift bidding & schedule builder — Rules-based, transparent scheduling.
- Cross-midnight holiday logic — Premiums applied to the right hours.
- Bulk onboarding waves — Import a class from your ATS in one step.
- BPO scorecards & incentives — AHT, CSAT, and QA into pay.
Key product areas
KPO, Shared Services & GCCs
Support knowledge workers, hybrid teams, and global reporting lines
Project-based work, matrix organizations, and remote arrangements need an HR platform that is as flexible as your teams are.
Challenges we solve
- Hybrid and telecommuting arrangements under RA 11165
- Project time tracked separately from attendance
- Dotted-line managers and global org charts
- Performance and learning for specialist roles
How it's used, day to day
A hybrid employee files a work-from-home day from their phone the night before, their manager approves it on the way in, and their goals and reviews stay on track through the quarter's review cycle — all visible to a dotted-line manager in another office, without a single status-update meeting.
What you get
- WFH requests & approvals — Work-from-home days on record.
- Goals & review cycles — Rated reviews connected to goals.
- Course catalog & enrollments — Track who has learned what.
- Project timesheets — Approved by project managers.
- Matrix org & global org chart — Solid and dotted reporting lines.
Key product areas
Multinationals with PH Offices
Philippine compliance your global HQ can rely on
Global HR suites rarely handle Philippine payroll well. Run local payroll and compliance natively while keeping HQ connected.
Challenges we solve
- Global HCM that needs a local payroll bolt-on
- Expat work permits and visas expiring unnoticed
- Split and tax-equalized payroll for expatriates
- HQ integration and single sign-on
How it's used, day to day
Your Philippine branch runs its own SSS, PhilHealth, Pag-IBIG, and BIR-compliant payroll under its own TIN, while your regional HR lead pulls one headcount view across your Philippine and Singapore offices — and gets an alert 60 days before a key expatriate's AEP expires, well before it becomes a scramble.
What you get
- Native Philippine statutory payroll — SSS, PhilHealth, Pag-IBIG, and BIR in one system.
- Multi-entity structure — ROHQ, branches, and PEZA entities side by side.
- AEP, 9(g) & SWP tracking — Alerts from 120 days before expiry.
- Split & shadow payroll — Local and home-country pay.
- SSO & open API — Connect to your global HRIS.
Key product areas
SMEs & Mid-Market
Compliant payroll without an HR IT department
Retail, manufacturing, and services companies need payroll that is simply right — with government contributions handled and minimum wage respected.
Challenges we solve
- Payroll run in spreadsheets by one person
- Keeping up with contribution tables and wage orders
- Preparing government reports by hand
- Employees asking HR for payslips and balances
How it's used, day to day
The owner adds a new hire and enters their pay rate; by the next cutoff, SSS, PhilHealth, Pag-IBIG, and withholding tax are computed automatically, without an accountant on retainer to get it right. Employees check their own payslip and leave balance on their phone instead of asking HR.
What you get
- Statutory deductions built in — SSS, PhilHealth, Pag-IBIG, and tax.
- Explained payslips — Every line shows how it was computed.
- Leave with real balances — Filed and approved online.
- Regional minimum wage checks — Every employee, every run.
- Bank disbursement files — For major Philippine banks.
Key product areas
Staffing & Manpower Agencies
Manage deployed workers across every client, compliantly
Agencies operating under D.O. 174-17 need per-client rules, billing, and documentation for every deployed worker.
Challenges we solve
- Different schedules, holidays, and rates per client
- Floating status tracked against the 6-month limit
- Service fees and client billing from payroll data
- Proof of remittances for principals
How it's used, day to day
A newly deployed worker is assigned to Client A's site, with that client's schedule, holidays, and rate applied automatically. Their attendance feeds straight into your billing to the client, and when the client asks for proof of SSS and PhilHealth remittance for their deployed workers, you have it on file — not in three different spreadsheets.
What you get
- Multi-site organization — Each client site with its own setup.
- Client assignments & billing — Per-client payroll cost reports.
- Floating status tracker — Alerts before the 6-month limit.
- Contractor compliance documents — DOLE registration and remittance proofs.
Key product areas
Large Conglomerates
Many companies, one shared HR service
Run HR for every company in your group from one platform — each with its own TIN, policies, and filings, and one consolidated view on top.
Challenges we solve
- Separate systems per company in the group
- Inter-company transfers breaking tax records
- Entity-specific policies and approval chains
- Consolidated headcount and cost reporting
How it's used, day to day
Each company in your group runs payroll under its own TIN and employer numbers, with its own policies and approval chains — while a group HR lead pulls one consolidated headcount and payroll-cost view across all six companies for the board, instead of reconciling six separate exports by hand.
What you get
- Multiple legal entities — Own TIN and employer numbers each.
- Role-based access by company — People see only what they should.
- Group-wide reports — Headcount, turnover, and payroll registers.
- Inter-company transfers — With a correct 2316 per employer.
- Consolidated dashboards — One view across the group.
Key product areas
Tell us how your company works
We'll show you how the platform fits your schedules, pay rules, and compliance requirements.