Employee data and organisation
Positions, grades and reporting lines agreed and loaded, with HR owning each data field.
Industry context
HRMS solutions in logistics and supply chain
We implement HR systems so employee records, payroll inputs and approvals are accurate before anyone is paid from them.
Work on an HR system turns on clean employee data, accurate payroll integration and the right access for HR, managers and staff. We configure core HR, time and the payroll links in stages, with parallel payroll runs before anyone relies on the new system.
Logistics operators employ drivers, warehouse teams and port staff on shifts across sites and countries, with driving licences, working hours and rest periods to track for each person. In the UAE, payroll has to fit the Wage Protection System run by MOHRE and Emiratisation requirements, including Nafis. In Saudi Arabia it has to fit GOSI contributions, Mudad wage files, Qiwa contract records and the Nitaqat Saudisation bands set by the Ministry of Human Resources and Social Development, and employee records fall under the PDPL, which SDAIA oversees.
We hand over with runbooks and training, and can stay on under agreed service levels.
Alongside sector regulation, we often map delivery evidence to cross-industry baselines such as the UAE Information Assurance Regulation issued by TDRA, the NCA Essential Cybersecurity Controls in Saudi Arabia and the NIST Cybersecurity Framework, which many risk reviewers already use.
How the work is organised
From design to stable operation, with the evidence internal audit and your finance and risk teams ask for.
Payroll and time integration
Interfaces to payroll and time systems, tested with parallel runs and reconciled before go-live.
Self-service and access
Employee and manager self-service, with access to personal data granted by role.
Cross-border data
Logistics groups often run teams and entities in several countries, so we set data residency and cross-border transfer rules under the UAE and Saudi personal data laws before records move between entities.
Statutory reporting
Wage files, social insurance and Emiratisation or Saudisation reports produced from the HR system rather than spreadsheets.
Leave, time and approvals
Leave, attendance and approval routes configured to your policies and the labour law in each country.
Checks before you start
An HR programme is ready to start when employee data has an owner and payroll can run in parallel for at least one cycle.
- Operations and HR have agreed how shifts and overtime are recorded at each site.
- HR and payroll have agreed the employee data fields of record and who corrects them.
- Payroll has agreed a parallel run before the first live pay date.
Plan HRMS solutions in logistics and supply chain
Share your current systems, compliance themes and timeline. We will return a phased plan, a staffing model and a risk register for your stakeholders to review.