Human Resources

Human Resources

Work out the point at which overtime costs more than another employee: the true annual cost of covering a gap with overtime, agency or a new hire, adjusted for overtime fatigue, recruitment and ramp-up, with the break-even hours a week and a flag when the overtime level is not sustainable. Nothing i

Human Resources

Log overtime and time off in lieu per employee, cost paid overtime by rate band, keep a running TOIL balance, and print a payroll-ready summary. Runs entirely in your browser — nothing is uploaded.

Human Resources

Plan the weekly shift roster — who works early, late or night on each day — check cover against your required headcount, watch hours and overtime per person, and print a roster the team can read. Nothing is uploaded.

Human Resources

Track annual leave, sickness and every other absence in one register: entitlement and balance per person, Bradford Factor, cover clashes and a printable report. Runs entirely in your browser — nothing is uploaded.

Human Resources

Track every new hire's onboarding checklist and probation milestones, catch overdue reviews before they slip, and print a clean summary for managers. Runs entirely in your browser — nothing is uploaded.

Human Resources

Map every critical role to a named successor, score the exposure where role criticality, incumbent risk and successor readiness collide, track the development that closes the gap, and print a succession board pack. Nothing is uploaded.

Human Resources

Run a 9-box talent review — place people on performance and potential with evidence, calibrate the placements, and track flight risk, succession cover and development actions. Runs entirely in your browser — nothing is uploaded.

Human Resources

Identify which roles the business actually cannot do without, measure how long you would be exposed if one emptied, and see where the single points of failure really are. Runs entirely in your browser. Nothing is uploaded.

Human Resources

Run structured performance reviews — weighted objectives with evidence, anchored 1–5 ratings, development goals, the employee's own comments and a signed meeting record, printed as a report for the file. Nothing is uploaded.

Human Resources

Score every interview against the same anchored criteria — evidence-based 1–5 scores per interviewer, red flags, calibration between interviewers and a side-by-side candidate comparison; the recruitment pipeline tracker follows candidates through stages, this scores the interviews themselves. Nothin

Human Resources

Track every candidate through every vacancy, see where the pipeline is stuck, and work out your real time to hire, offer acceptance rate and cost per hire. Runs entirely in your browser — nothing is uploaded.

Human Resources

Track every vacancy from the day it is raised: how long approval takes, how long recruiting takes, what the post costs against budget, and what the waiting costs. Runs entirely in your browser. Nothing is uploaded.

Human Resources

Build a skills and competency matrix — one row per person per skill, proficiency scored 0–4 against the level the role requires, with coverage gaps, single points of failure and a development plan on one printable page. Certificates and expiry dates belong in the separate training register tool. Not

Human Resources

Keep one reliable people register: contracts, hours, pay, probation ends and document expiries, with headcount, full-time equivalent and annualised cost worked out for you. Runs entirely in your browser — nothing is uploaded.

Human Resources

Track who is trained on what, work out when each certificate runs out, and see your compliance rate on the training that is actually required. Runs entirely in your browser — nothing is uploaded.