HRMS software solutions
HRMS software solutions for growing businesses
We don't build an HRMS. We help you choose one that fits, and then make it work inside your company.
Overview
An HRMS decision starts with the requirement, not the demo
Most HRMS decisions go wrong in the same two places: the platform is picked from a demo rather than a requirement list, and nobody owns the twelve weeks after the invoice is raised. 360 Biz Health works on both ends. We map what your HR, payroll and attendance processes actually need, put suitable platforms from our partner ecosystem side by side, and then stay involved through configuration, data migration, training and rollout.
We work with multiple HRMS software companies as a channel partner. That means we can compare platforms against your requirement instead of fitting your requirement to a single product — and we will tell you plainly which capabilities a given platform does and does not cover.
Where HRMS projects usually stall
- Shortlists built from feature lists rather than from how your teams actually record attendance, leave and payroll inputs.
- Multi-location or shift-based rules that the platform can technically support but nobody configured.
- Employee master data sitting in three spreadsheets with different date and ID formats.
- A go-live with no admin training, so the HR team quietly returns to Excel.
- No single person to call when something breaks in month four.
How delivery works
Two roles, stated plainly
360 Biz Health is not an HRMS software manufacturer. The software, its hosting, its roadmap and its service levels belong to the HRMS provider you select. Our role is assessment, selection, channel coordination, implementation, onboarding and ongoing support. Commercial channel relationships exist with partner providers, so we state our recommendation basis openly and give you the comparison to judge for yourself.
360 Biz Health
- Requirement assessment
- Platform selection and comparison
- Channel and commercial coordination
- Implementation and configuration
- Data migration and admin training
- Onboarding and ongoing support
The HRMS provider you select
- The software itself
- Platform hosting
- Product roadmap
- Platform service levels
What we provide
What we provide
HRMS requirement assessment
A structured review of headcount, locations, shift and leave policies, payroll inputs, approval flows and reporting needs.
Software selection and multi-platform comparison
A like-for-like comparison of suitable partner platforms against your requirement list, with the gaps stated.
Purchase and channel coordination
Licensing, plan sizing and commercial coordination with the selected HRMS provider.
Implementation coordination
A plan with owners and dates across your team, the platform team and ours.
Configuration
Policy, hierarchy, attendance rules, leave types, salary components and approval workflows set up as agreed.
Employee data migration
Cleaning and loading the employee master, balances and historical data the platform supports.
Admin training
Working sessions for HR and payroll admins on the modules they will use daily.
Employee onboarding
Self-service and mobile rollout, help content and a first-cycle support window.
Ongoing support and coordination
A continuing point of contact for changes, escalations and new modules.
Process
How an HRMS engagement runs
- Business requirement
- Assessment
- Suitable HRMS options
- Selection
- Implementation
- Onboarding
- Support
Scope
Capabilities available across partner platforms
- Core HR
- Attendance
- Leave
- Payroll
- Employee self service
- Recruitment / ATS
- Expense management
- Performance management
- Reports and analytics
- Mobile access
Availability and depth differ by platform. Not every HRMS partner provides every module, and we will confirm what is included before you commit.
Who it’s for
Fit by business size
Startups
First formal HR system: employee records, leave, attendance and a payroll input that survives an audit.
SMEs
Moving off spreadsheets and part-manual payroll, usually with attendance rules that vary by team.
MSMEs
Multi-site or shift-based operations where attendance capture and statutory inputs are the pressure point.
Enterprises
Deeper configuration, role-based access, integration expectations and structured rollout across locations.
Engagement
What an engagement typically includes
Scope is confirmed in writing before work begins.
- Requirement document and shortlist rationale
- Platform comparison against your requirement
- Commercial coordination with the selected provider
- Implementation plan with owners and dates
- Configuration of agreed policies and workflows
- Employee data migration and validation
- Admin training sessions
- Employee rollout support
- Post-go-live support window
FAQ
Questions about HRMS solutions
Do you sell your own HRMS?
No. We work with multiple HRMS software companies as a channel partner. We help you assess requirements, compare suitable partner platforms and implement the one you select.
How do you choose which platforms to shortlist?
From the requirement assessment — headcount, locations, shift and leave policy complexity, payroll inputs, approvals and reporting. Platforms that cannot meet a must-have requirement are ruled out and we say why.
How long does implementation take?
It depends on headcount, number of locations, policy complexity and the state of your existing data. A single-location company with clean data moves faster than a multi-site business with historical balances to reconcile. We give an indicative plan after the assessment.
Can you migrate our existing employee data?
Yes, within what the selected platform supports. We clean and standardise the employee master and load balances and history that the platform accepts.
Will our HR team be trained?
Yes. Admin training is part of the engagement, and we support employee rollout of self-service and mobile access.
Can the HRMS handle our payroll as well?
Several partner platforms include payroll modules. If you would rather not run payroll in-house at all, we also offer payroll outsourcing as a managed service.
What happens after go-live?
We remain a point of contact for changes, escalations to the platform team and additional modules as your requirements grow.
Talk to us about your HRMS requirement
Tell us your headcount, locations and what breaks today. We will come back with a shortlist rationale, not a sales deck.
Related services
Other things we handle
Payroll, TDS & labour compliance
Salary paid on time, statutory inputs filed on schedule, and a record you can produce during an audit.
Business registration, IPR & certifications
The paperwork that has to exist before anything else can — set up in the right order, with the right entity choice.
Corporate retreats & workations
Time away that has an agenda, a plan and someone on the ground holding it together.