Employee data and organisation
Positions, grades and reporting lines agreed and loaded, with HR owning each data field.
Industry context
HRMS solutions in telecoms
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.
Telecom operators employ engineers, retail staff, contact centre agents and field teams, with shift rosters, technical certifications and nationalisation targets to report against. 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.
After stabilisation we hand over to your teams or keep running the service with you.
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.
What the work covers
We design, deliver and stay until operation is stable, with evidence your procurement and risk teams can rely on.
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.
Telecom regulation and personal data
We agree data residency, access and record keeping with your regulatory affairs team early, because operators answer to TDRA in the UAE or CST in Saudi Arabia, and the personal data law of each market applies to every personal record the systems hold.
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.
Signs you are ready to 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.
- HR has agreed with each function how rosters and certifications are recorded.
- 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 telecoms
Tell us where you are today and which dates matter. We will propose a first phase with scope, owners and an itemised quotation.