people
Every person in the company has one record. Their documents, attendance, leave, reviews and pay all hang off it, and Payroll reads it directly.
offer → onboarding → attendance → review → exit
THE PROBLEM
Employee data lives in an HR tool, a spreadsheet the finance team keeps, a leave tracker and a folder of scanned documents. When someone's salary, manager or address changes, it changes in one place and drifts in the rest. Payroll finds out at month end, usually from an email. Nobody can say with confidence who reported to whom on a given date.
HOW SOLONOMOUS DOES IT
Solonomous keeps one record per person on the same ledger as the rest of the company. Every field is versioned: a salary change, a transfer or a new manager is an entry with an effective date, an author and an approval. Attendance, leave, reviews and documents are attached to that record rather than stored beside it. Payroll, Projects and Analytics read from it directly, so there is nothing to sync.
WHAT YOU GET
HR answers questions from the record instead of reconstructing them. Managers see their team as it is today, and as it was on any past date. Payroll starts from inputs that are already correct.
Capabilities
9 capabilities
One record per person, created at offer and kept through exit. Every field carries its history, so a change in salary, title, manager or location is dated, attributed and reversible. The document vault sits on the record and knows when each document expires.
Onboarding and offboarding are checklists that start when a record changes state. Accepting an offer opens the joining checklist; setting a last working day opens the leaving one. Each task has an owner and a due date, and document requests are tasks the new joiner completes from their own login.
Attendance is recorded from a browser, a phone or a device feed, and each day resolves to present, absent, on leave or on holiday. Leave is requested against a live balance and approved by the manager the org chart names. Both land on the record that Payroll reads.
Shift patterns are defined once and assigned to teams or individuals. Rosters are published ahead of time, and a change to a roster tells the people affected. Biometric and access-control devices push punches straight into attendance.
The org chart is drawn from reporting lines on the record, so it is never out of date. Review cycles use those lines to decide who reviews whom. Goals are set per person, tracked through the cycle and carried into the review.
A position is a budgeted seat with a grade, a cost centre and a cost. Positions can be filled, vacant or planned, so headcount is a plan against actuals rather than a count of people. The cost of a position comes from the pay structure attached to it.
Laptops, phones and access cards are assigned to a record and returned at exit. Employees submit expenses with a receipt against a policy, and the manager approves them. Approved amounts are queued for the next pay run or paid separately.
Every employee has a login. From it they see their own record, request leave, mark attendance, submit expenses, download payslips and update the details they own. Managers see the same for their team, and approvals arrive as a queue.
Offer letters, confirmations, transfers and relieving letters are generated from templates filled with the record. Compliance items your country requires are tracked with due dates and evidence. Every change to a record is a ledger event, so an audit is a query rather than a project.
Capabilities
9 capabilities, one card each. Open any card to read it in full.
Workflow
Everything below happens on one record. The only thing anyone types is the offer.
HR picks a vacant position. The offer letter is generated from the position's grade and pay structure, and sent for signature.
The signed offer creates the employee record with a start date. The onboarding checklist opens, and the joiner receives a login.
The joiner uploads identity and bank documents from their login. IT assigns a laptop, the manager confirms the shift, and access is provisioned.
Punches arrive from the device or the phone. Leave accrues from the start date under the policy the position carries.
At month end, Payroll reads the pay structure, attendance and leave straight from the record. The first payslip lands in self-service.
Connected
Details
Questions
Yes. HRMS runs on its own for records, onboarding, attendance, leave and reviews. When you turn Payroll on, it reads the record you already have. Nothing is migrated or re-entered.
Devices push punches by API, or you import the device's export file on a schedule. Each punch is matched to the record by employee code and resolved against the assigned shift. Unmatched punches are listed for review rather than dropped.
Yes. A policy is a set of rules for accrual, carry-over, notice and encashment, and it is assigned by entity, location, grade or individual. A person's balance is always computed from the policy that applied on each date.
That is a permission you set per field. Typically an employee edits their contact details and bank account directly, and everything else becomes a request that HR approves. Every edit and every request is logged.
Yes. Reporting lines and positions are effective-dated, so the org chart, headcount and cost can be drawn as of any date. Reviewers and auditors use the same history.
Through an assisted import from spreadsheets or an export of your current HR system. Your columns are mapped to the record, loaded into a staging area, and you see what will change before anything is written. Documents come across with their expiry dates.
Early access
We are onboarding a small number of companies this year. Tell us what you run today.
