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People operations

HRMS implementations the people team actually uses.

Keka and the long tail of people-tech that sits around it — payroll, performance, attendance, onboarding, the statutory engine, the SSO bridge to your identity provider. 350+ rollouts is the number. The point is what compounds when you’ve run that many: the playbook for shift management in a multi-plant manufacturer is not the same as the one for high-volume hiring in IT services, and we have both.

What we deliver

What we deliver

  • Keka HRMS implementations (Tier-1 partner)
  • Hire-to-Retire process automation
  • Payroll automation and compliance
  • Statutory reporting (PF, ESI, PT, LWF)
  • Onboarding and offboarding workflows
  • HRMS ↔ ERP / Finance integrations
Stack we deploy

Tools and infrastructure we ship on.

Partner platforms
  • Keka HR
Built on engineo
  • Smelter
  • OODA
350+
HRMS implementations
T1
Keka tier-1 partner
Compliance
Statutory reporting built in
How we engage

HRMS the people team actually uses.

Hire-to-Retire programs fail when they're treated as IT projects. We run them as operating programs with engineering depth.

  1. 01

    Configuration sprint

    Workshops with HR, payroll, and IT to lock org structure, leave policies, pay components, and approval chains. Configuration is done in iterations the customer can see and react to.

  2. 02

    Integration build

    Bidirectional sync with finance ERPs, attendance systems, and the support stack. Statutory rules (PF, ESI, PT, LWF) hardwired, with versioned updates.

  3. 03

    Statutory + payroll

    End-to-end payroll runs with statutory reporting, full and final settlements, and the reconciliation pipelines compliance teams audit against.

  4. 04

    Adoption & ops

    Change management with line managers, training for HR ops, and managed services post-go-live — the same engineers who built it stay close to the people running it.

Sector scenarios

Where Hire-to-Retire scales.

Common HRMS scopes by company stage.

Mid-market H2R

End-to-end Keka rollout for a single-entity mid-market business — payroll, leave, attendance, and onboarding workflows, with finance and ticketing integrations.

Hire-to-onboard fully automated.
Multi-entity payroll

Consolidated payroll across multiple legal entities with separate statutory rules — single Keka tenant, jurisdiction-aware compliance, and a unified controller view.

One payroll engine, many entities.
Financial services scale-up

HRMS rollout for an expanding lending/insurance group — Keka with role-based access for 800+ employees, integration with ERP and HappyFox, and a hiring-to-headcount pipeline.

Compliance + scale handled by go-live.
Selected work

HRMS & People Tech engagements.

Anonymised — sector and outcomes are real.

Travel & Expenses
A high-growth fintech
Financial services

A scale-stage fintech had grown to 5,000+ employees on three different expense tools and a long tail of spreadsheets. Field collections couldn’t pause; hiring couldn’t slow. The CFO wanted one platform, one GL feed, and a reimbursement cycle measured in hours, not weeks — and the rollout couldn’t look or feel like an enterprise IT project.

  • End-to-end Happay rollout in under 8 weeks
  • Expense cycle compressed from 14 days → 48 hours
Managed Services
A diversified auto & power conglomerate
Auto components & power

After Happay went live across the group’s auto and power businesses, the question turned to operations. Finance leadership did not want a body shop, did not want a help desk, did not want a separate vendor relearning the system every quarter. What they wanted was the engineers who had built it to still be on the system the morning after go-live, and the morning after that.

  • On-call SLA support post-go-live
  • Real-time transaction monitoring with alerts
HRMS
A retail-financial-services group
Lending & financial services

A retail-financial-services group was hiring fast across lending, asset management, and insurance distribution. The HR team was running attendance on one tool, payroll on another, and onboarding through a shared spreadsheet, and the CHRO wanted a single HRMS that the line managers would actually adopt — with payroll and statutory automated, and integration into the existing ERP and ticketing systems.

  • Keka rollout across 800+ employees
  • Payroll automation with statutory compliance
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30-minute discovery call. No decks, no boilerplate — senior engineers in the room, the same ones who'd own delivery.

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