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The power of HR services: Streamlining and strategising workforce management

25.06.2025 4 min read

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Employees expect consumer-grade experiences, leaders demand strategic insight - and HR sits in the middle, stretched thin and buried in tasks. But what if the solution isn't simply doing more, but doing smarter? It starts with a fundamental shift in how HR services are perceived and delivered.

Today’s HR professionals face growing pressure: they must streamline complex processes, stay on top of compliance, and provide critical strategic support. Result-driven HR services and solutions, powered by modern tools, are helping organisations tackle these challenges while simultaneously enhancing the employee experience.

But how can these solutions be effectively deployed? This article explores comprehensive HR services and how they can shift the function from administrative execution to a strategic enabler, supporting day-to-day efficiency and long-term business value.

What are HR services?

HR services encompass the processes, tools, and support systems that enable human resource departments to manage the employee lifecycle effectively. These services, from payroll administration and time tracking to talent acquisition, learning, and workforce analytics, are designed to ensure operational continuity, legal compliance, and workforce alignment.

Depending on the organisational structure, HR services may be delivered in-house, via shared services models, or through strategic outsourcing partnerships. Modern HR services increasingly rely on cloud-based platforms, allowing for scalable, centralised management across geographies.

Key HR services

Comprehensive HR services encompass a range of functions that support the employee lifecycle and organisational efficiency. Below are the core services, each integral to effective HR management:

Payroll and time management: Accurate payroll and time tracking are essential for compliance and employee trust. When integrated, these systems reduce errors, increase transparency, and improve efficiency.
Talent acquisition and onboarding: Recruitment success depends on speed, structure, and candidate experience. Onboarding, in particular, is a critical moment for long-term engagement.
Core HR administration: Efficient HR relies on accurate, centralised employee data. Disparate systems often result in duplicated effort, inconsistent records, and slow response times.
Benefits administration: Benefits are vital for employee wellbeing and retention. Managing them across different countries and legal environments can be complex and time-consuming.
Learning and development: Skills development supports organisational adaptability and continuity. HR must deliver scalable learning opportunities and demonstrate value.
Workforce analytics and reporting: Modern HR requires real-time insights into workforce dynamics. Analytics help in identifying trends and risks, supporting proactive decision-making.

The importance of HR services for business strategy

HR services are no longer just operational – they are strategic enablers that help organisations adapt, compete, and grow. When well-designed and digitally supported, they provide the foundation for data-driven planning, agile workforce management, and effective change leadership.

For instance, analytics from core HR processes, such as payroll accuracy or absenteeism trends, can reveal performance gaps, inform DEI strategies, and shape workforce planning. These insights enable better decision-making and more efficient resource allocation.

Strategic onboarding and development programmes are also critical drivers of employee engagement and retention. Strong onboarding processes improve retention by up to 82%. Additionally, the LinkedIn Learning Report 2025, highlights that access to learning is now among the top reasons employees choose to stay with a company.

Standardised and harmonised HR services also facilitate global operations. For multinational companies, consistent service delivery across regions enhances compliance, improves the employee experience, and strengthens the employer brand.

By connecting day-to-day HR execution to long-term business goals, these services shift the function from a cost centre to a value driver — empowering leaders to navigate change with confidence.

Digital approaches enhancing modern HR services

Delivering HR services at scale requires smart, adaptable technology. Modern digital approaches do more than just digitise HR functions—they unify data, ensure compliance, and support cross-border service delivery through seamless, user-focused platforms.

Strategic summary: Integrated platforms empower HR outcomes

Overall, end-to-end solutions such as SAP Products and Services bring these capabilities together into a single ecosystem. Whether automating repetitive tasks or supporting high-level workforce planning, the right tools give HR the freedom to focus on impact. With built-in compliance, global flexibility, and intuitive interfaces, these systems shift HR from a reactive function to a strategic force.

Real-world example: Zalaris in the Nordics

A leading example of integrated HR service delivery can be seen in Zalaris’ partnership with a company employing nearly 20,000 associates across Sweden, Finland, Norway, and Denmark. The organisation faced fragmented HR and payroll systems that slowed processes and complicated compliance.

By hosting a unified solution through SAP HCM, Zalaris helped streamline operations, reduce duplication, and centralise data management across the Nordic region. The outcome: improved efficiency, timely payroll execution, and higher employee satisfaction, demonstrating the value of tailored digital solutions in complex multinational environments.

Value added by an external partner – HR services outsourced

Outsourcing HR services allows organisations to access specialist expertise, advanced technologies, and scalable delivery models without the overhead of maintaining large in-house teams. This model is especially valuable for companies expanding into new markets or navigating complex regulatory environments.

An external partner brings dedicated resources to manage everything from payroll to compliance, ensuring service continuity even during periods of internal change. Moreover, HR services outsourced through a strategic provider like us offer built-in resilience and high customisability, whether the goal is to offload transactional work or reimagine HR operating models entirely.

By outsourcing routine HR service tasks, internal teams can focus more on strategic areas such as workforce planning, diversity and inclusion, and leadership development, driving greater long-term business impact.

Conclusion: Elevating business through HR services

HR teams today play an essential role in driving business performance, so the systems and support behind them must be equally agile and dynamic. When aligned with the right technology and delivered through an experienced partner, comprehensive HR services become more than an operational necessity. They become a lever for workforce engagement, regulatory confidence, and long-term growth.

We help your organisation optimise HR delivery through secure, compliant, and built-for-scale end-to-end services. From payroll accuracy to people strategy, our HR services and solutions empower HR leaders to simplify operations and elevate impact.

To learn how strategic HR services can simplify operations and strengthen long-term business impact, get in touch with our team today.

Employer of Record (EoR) explained: Hire globally without setting up local entities

Elliot Raba

18.06.2025 6 min read

Employer of Record (EoR) explained Hire globally without setting up local entities_0625

In a global talent market, HR leaders are increasingly under pressure to find the right skills—fast. But international hiring often comes with layers of legal, payroll, and compliance complexity. That’s where the Employer of Record (EoR) model comes in - providing organisations access to top talent in markets without the need for a local office.

Hiring international employees no longer requires setting up a legal entity in every country of operation. An Employer of Record (EOR) model allows organisations to engage global talent quickly and compliantly, handling all employment, legal, and payroll responsibilities on their behalf.

Imagine onboarding a regional HR business partner in Germany, a payroll specialist in the Philippines, and a benefits consultant in the UAE—all within days, without navigating complex local legislation or setting up overseas branches.

This article explains the meaning of EOR, how the model works, what makes it legally sound, and why it presents a flexible alternative to traditional expansion strategies. You’ll learn about the benefits of using an EoR for building a global workforce, the operational and compliance factors HR teams should consider, how it impacts the employee experience, and how technology underpins scalable and compliant HR delivery.

What is an Employer of Record (EOR)?

An Employer of Record (EOR) is a third-party organisation that legally employs workers on behalf of another company. While the EoR handles all formal employment responsibilities, such as payroll, taxes, benefits, and compliance with local labour laws, the client company directs the employees’ day-to-day activities.

This arrangement allows organisations to engage talent in countries without a legal entity, streamlining the hiring process and ensuring compliance with local regulations.

Image – How an Employer of Record (EoR) model works

EOR: Understanding legal aspects

Labour laws vary significantly across countries, encompassing aspects like employment contracts, tax obligations, social security contributions, and termination procedures. Navigating these complexities can be challenging for organisations without local expertise or presence.

An EoR assumes the legal responsibilities of employment, ensuring that all practices are in line with local laws. This includes managing employment contracts, adhering to tax regulations, and ensuring compliance with labour standards. By partnering with an EoR, organisations can mitigate legal risks associated with international hiring, improve efficiency and ensure compliance with local laws.

For example, in the UK, employment law requires that written statements of terms and conditions be provided on or before the first day of employment, in accordance with the Employment Rights Act 1996. EORs operating in the UK must also manage PAYE (Pay As You Earn) income tax deductions and National Insurance contributions on behalf of employees.

Within the EU context, labour laws are partially harmonised through directives that set minimum standards for areas like working time, employee safety, and protection from discrimination. However, the implementation of these directives varies by country, meaning that employment contracts, social security obligations, and termination procedures remain largely governed by national law.

EORs operating in the EU must therefore navigate both EU-wide requirements and the specific legal frameworks of each member state to ensure full compliance.

Benefits of the EoR model

Expanding into new markets often brings administrative complexity, legal risk, and delays. An Employer of Record (EoR) streamlines this process, enabling international hiring that is fast, compliant, and cost-effective. Whether the goal is to access talent in new regions, support project-based growth, or simplify onboarding in unfamiliar jurisdictions, EOR services offer clear operational and strategic advantages:

Benefit	Description
Rapid market entry	Organisations can hire employees in new countries quickly, without the delays associated with establishing a legal entity.
Compliance assurance	EORs possess in-depth knowledge of local labour laws, ensuring that employment practices adhere to all legal requirements.
Cost efficiency	Organisations can reduce overhead costs by eliminating the need to set up and maintain foreign subsidiaries.
Focus on core business	Outsourcing employment responsibilities allows companies to concentrate on their primary business objectives.
Enhanced employee experience	EORs typically provide streamlined onboarding processes, reliable payroll systems, and access to competitive benefits, driving higher employee satisfaction.
Scalability and flexibility	As hiring needs change due to project-based requirements, seasonal demands, or rapid expansion, EORs provide the flexibility to scale headcounts up or down without the structural limitations of traditional international operations.

Key challenges and considerations when engaging an Employer of Record

Choosing the right Employer of Record is a strategic decision that can accelerate international growth. While the model offers speed and simplicity, organisations must assess how the EOR will align with internal culture, manage compliance, and maintain service quality across borders. The key considerations to keep in mind include:

Challenges	Description
Loss of direct control	Relying on a third party for employment responsibilities may lead to reduced direct oversight of certain HR functions.
Cultural integration	Ensuring employees feel integrated into the company culture can be more challenging when an EOR officially employs them.
Cost implications	While EORs can be cost-effective compared to establishing a local entity, fees can vary, and assessing the financial impact is essential.
Service quality variability	The quality of services provided by EORs can differ, making it crucial to select a reputable provider.
Data security and confidentiality	Sharing sensitive employee and payroll data with a third party introduces data protection risks. Organisations must ensure the EoR has robust security measures and complies with relevant data privacy laws.

Conducting thorough due diligence when selecting an EoR ensures alignment with organisational business needs and values.

Employer of Record: From the employee’s perspective

The EOR model often enhances the employee experience. It offers a clear legal employment status, dependable payroll, and a smoother onboarding journey. When managed well, an EOR relationship gives employees the confidence and stability they need to contribute from day one:

Legal employment status: Employees receive formal employment status in their country, ensuring access to statutory benefits and protections.
Consistent payroll and benefits: EORs manage payroll and benefits administration, providing employees with reliable compensation and access to benefits.
Simplified onboarding: EORs typically have established onboarding processes, facilitating a smoother start for new hires.

However, employees may also experience:

Perceived distance from parent company: Being legally employed by the EOR might create a sense of separation from the parent company’s culture and community.

Variability in benefits: Benefits offered through an EOR may differ from those provided directly by the parent company, potentially leading to discrepancies in employee experience.

These challenges can be mitigated by focusing on open communication, improving the onboarding experience and promoting inclusion.

Real-world use cases for EOR services

EOR services are particularly beneficial in the following scenarios:

Market testing: Organisations can explore new markets by hiring local employees through an EOR and assess market potential without committing to establishing a legal entity.
Remote talent acquisition: Companies seeking specific skill sets can hire remote talent in different countries via an EOR, thereby expanding their talent pool.
Freelancer conversion: Transitioning long-term freelancers to full-time employees in different jurisdictions can be streamlined through an EOR.
Employee relocation: With EOR support, facilitating employee relocation to countries where the organisation lacks a legal presence becomes feasible.

These use cases demonstrate the flexibility and strategic advantage that EORs provide in global workforce management, especially in light of forecasts showing the global EOR market will nearly double in size by 2033. This growth reflects a broader shift toward flexible, compliant employment models that enable faster market access without the operational burden of entity setup.

From EoR to scalable global HR: A practical case

The EoR model is particularly valuable for high-growth companies that need to act quickly across borders. By legally employing talent on behalf of a business in foreign jurisdictions, EoRs remove the need to establish a legal entity—thereby saving time, reducing costs, and easing administrative burdens.

For example, consider a high-growth technology firm seeking to expand its presence across Europe, Asia, and the Middle East. With the support of an EoR provider, it is able — within days — to onboard a regional HR business partner in Germany, a payroll specialist in the Philippines, and a benefits consultant in the UAE. EoR services enable this speed and cross-border agility while ensuring compliance with local employment regulations from the outset.

As the business scales, however, the need for greater integration and efficiency becomes evident. With support from providers, companies can transition beyond basic EoR functionality towards a centralised, cloud-based HR model. This shift leverages local HR expertise and integrated payroll systems, allowing organisations to maintain consistent service delivery, ensure cross-border compliance, and gain unified oversight of workforce data.

This model reflects a broader workforce trend: 74% of employers are now prepared to recruit individuals with critical skills regardless of location, and to support fully remote working. The ability to access global talent at speed has become a clear competitive advantage. When paired with scalable HR platforms, EoR services can serve not just as a tool for market entry, but as a foundation for global workforce resilience.

Conclusion: EOR as an effective approach for global HR strategies

Considering the global nature of the modern business environment, the ability to hire and manage international talent efficiently is paramount. The Employer of Record model offers a practical solution, enabling organisations to expand their workforce across borders without the complexities of establishing local entities.

Looking for alternatives to EoRs? It’s time to consider establishing Global Capability Centres (GCCs) with trusted partners like Zalaris. With GCCs, organisations can eliminate compliance headaches while reducing administrative burdens and focussing on their core business objectives. Unlike an EoR or traditional outsourcing options, a GCC can empower global operations with complete oversight and control – all while lowering costs.

Whether you’re entering new markets or onboarding international remote talent, our expert team is here to make the process seamless. Get in touch with us today to learn how we can support your global expansion.

From cost center to value driver: Transforming HR with HR as a Service

13.06.20251 min read

From cost center to value driver: Transforming HR with HR as a Service

Today's HR departments face unprecedented challenges across a multi-generational workforce, global talent shortages, and accelerating technological change - all while being asked to do more with less.

The organisations that thrive have discovered that HR as a Service is no longer optional but imperative. Our comprehensive whitepaper reveals how to transform HR from a cost centre to a strategic value creator.

Why traditional HR models fall short

The modern business landscape demands a new approach:

Multi-generational workforces require policies that bridge different work styles
Skilled talent remains in short supply across numerous industries
Remote and hybrid work has permanently altered workforce expectations
Employee experience has emerged as a critical competitive differentiator
Business environments are characterised by increasing volatility and complexity

The HR as a Service framework: A strategic solution

Our whitepaper explores Zalaris’ HR as a Service approach.

HR Operations: Centralised execution of payroll, talent, and admin with full compliance.
HR Partner Plus: Access to expert HRBPs when and where you need them – no additional cost of full time hires.
HR Transformation: Seamless execution of your change agenda with expert leadership.
HR Processes: Expert input into strategy, policies, and future-proof HR models.

What you will discover

Modern workplace challenges
The strategic advantage of HR as a Service
From hire-to-retire – A wide scope of HR services tailored to your business needs
HR as a Service – From discovery to delivery – How it works

Begin your transformation journey

This whitepaper offers a smarter way to run HR: a comprehensive approach that simplifies complexity, ensures compliance, and gives your team the freedom to focus on what truly matters: your people.

Download the whitepaper to deep dive.

From admin overload to strategic HR – HR as a Service from Zalaris

13.06.2025 2 min read

From admin overload to strategic HR – HR as a Service from Zalaris

Traditional HR models are struggling to keep up with the pace of business. Zalaris' HR as a Service blends high-volume delivery with strategic consulting to help HR teams focus less on admin — and more on enabling business success.

HR teams are doing more with less — and it’s not sustainable

With outdated systems, manual processes, and mounting compliance pressures, even high-performing HR teams are stretched thin. In fact, 76% of HR leaders report being at or over capacity. That’s not just a workload issue — it’s a barrier to growth, agility, and employee experience.

So how do you scale HR without adding complexity?

Zalaris’ HR as a Service: A simprehensive outsourcing solution designed to relieve internal teams of operational burdens—freeing them to focus on what drives real value: developing talent, shaping culture, and strengthening employee engagement.

The next generation of HR as a Service

Zalaris’ HR as a Service is built on a dual service delivery model that blends reliable, day-to-day delivery with high-impact consulting. Whether you need operational support or strategic transformation, our services scale to meet your goals.

Business as Usual (BAU) support

HR Operations: A centralised, multi-location hub that manages high-volume HR tasks, from payroll to talent management, with precision and efficiency.
HR Partner Plus: Get on-demand access to experienced HR Business Partners (HRBPs) without hiring a full-time employee

Consulting functions

HR Processes: Tap into a virtual team of HR experts to create policies and processes that drives compliance and prepares your organisation for the future of work.
HR Transformation: Ensure a smooth and efficient HR transformation, and align your people, processes, and technology seamlessly for long-term success.

What HR as a Service delivers:

Strategic HR support on demand
Scalable operations without overhead
Best-in-class compliance
Standardisation, automation, and self-service to empower managers and employees

Whether you’re centralising operations, preparing for transformation, or simply looking to scale smarter, this model gives you the foundation for HR excellence — without the overhead.

Explore how HR as a Service from Zalaris brings structure, scale, and strategy together — all in one model.

Download the infographic now

Still have more questions? Get in touch with our experts today.

UK HR compliance 2025: A practical guide to navigating regulations

Elliot Raba

11.06.2025 6 min read

UK HR Compliance 2025 A Practical Guide to Navigating Regulations

Today's organisations operate in a complex legal environment. Even a single misstep in HR compliance can result in hefty fines, employee claims, or reputational damage. Without a clear compliance strategy, the risks multiply.

Failure to stay aligned isn’t just a legal issue — it can undermine payroll accuracy, erode employee trust, and stall global expansion plans. Navigating a patchwork of labour laws, data protection rules, and employment practices that vary not only by country but often by region or sector is now a strategic imperative.

This guide offers practical insight into HR compliance, the legal areas organisations must manage globally, and how to strengthen compliance through digital transformation. Whether operating in one country or across many, the goal is the same: to stay compliant, consistent, and confident.

What is HR compliance, and why is it important?

Human Resource compliance refers to aligning human resource policies, processes, and systems with applicable labour laws, data privacy regulations, and industry standards. This covers areas including employment contracts, compensation, working conditions, workplace safety, and personal data handling.

Effective HR compliance is critical for mitigating legal risks and fostering a fair, transparent workplace. For instance, in 2024, a fashion retailer lost a six-year legal battle over equal pay and had to pay over £30 million in compensation. Conversely, organisations that proactively manage HR compliance can achieve operational efficiencies and bolster their reputation.

Beyond legal and financial protection, strong compliance in HR also enhances employee trust and engagement. When staff see that policies are consistently applied and grievances are handled fairly, it reinforces a culture of accountability and respect. In competitive labour markets, a reputation for ethical practices and legal integrity can also serve as a differentiator in attracting and retaining top talent. Moreover, compliance ensures organisational resilience—helping businesses adapt more quickly to regulatory changes, social expectations, and evolving workplace norms.

Key UK legal obligations in Human Resource compliance

Understanding HR compliance starts with identifying the key areas where legal obligations apply. These foundational elements help ensure fair treatment, legal integrity, and operational efficiency across the workforce.

Core areas

Human Resource compliance in the UK involves navigating several core legal areas that every organisation must address to avoid legal pitfalls and ensure smooth operations.

Read more on the topic

Key UK regulations

Several UK laws govern these core compliance areas, placing specific responsibilities on HR teams and making it essential to regularly review and update processes, contracts, and data systems.

UK GDPR (General Data Protection Regulation)

Organisations must handle employee data lawfully, transparently, and securely. HR teams ensure limited data access, retention policies are followed, and employees are informed of their rights. Missteps in processing or storing personal data can result in severe penalties under the Data Protection Act 2018. The Information Commissioner’s Office (ICO) has the authority to issue fines that can climb up to £17.5 million for serious infringements. Beyond financial penalties, non-compliance can result in enforcement notices and reputational harm that can damage organisational growth.

Employment Rights Act 1996

This legislation outlines the minimum rights of employees, including the right to a written statement of employment particulars, which must be provided on or before the first working day. It also governs terms such as notice periods, redundancy pay, and protection against unfair dismissal.

Working Time Regulations 1998

These regulations set limits on working hours and entitlements for rest breaks and paid leave. Organisations must monitor working patterns to ensure compliance, particularly for shift workers, part-time staff, and remote employees.

Read more on the topic

Common HR compliance pitfalls to avoid

Even with well-structured policies and good intentions, HR teams often face hidden compliance risks. Gaps in documentation, outdated systems, or overlooked legal duties can easily lead to unintentional breaches — and costly consequences. The following pitfalls not only carry financial risk, but can also damage organisational credibility:

Inaccurate, delayed, or missing employee contracts

Failing to issue contracts or written particulars on time is a common compliance violation. In the UK, this must be done on or before the first day of employment. Between April 2023 and March 2024, there were 97,958 employee-led ACAS early conciliation cases, indicating a steady rise in employment disputes during this period.

Inadequate tracking of working hours and leave

The Working Time Regulations 1998 require clear tracking of hours, rest breaks, and paid leave. In 2023/24, an estimated 33.7 million working days were lost due to self-reported work-related ill health or injury, with 16.4 million of those days attributed to stress, depression, or anxiety.

Poor handling of employee data

With UK GDPR enforcement in full effect, mishandling personal data can result in financial penalties and employee claims. These penalties can be up to £8.7 million or 2% of annual global turnover (whichever is higher) or up to £17.5 million or 4% of annual global turnover (whichever is higher) for more severe infringements.

Over-reliance on outdated processes

Managing compliance via spreadsheets or paper records increases the likelihood of omissions and errors. These formats are also difficult to audit, particularly across multi-site or hybrid teams. According to PwC’s Global Compliance Survey 2025, many compliance and risk leaders have had to build new capabilities to respond to increasingly interconnected risks, highlighting the challenges posed by outdated systems.

Failure to ensure non-discriminatory practices

Compliance in HR extends to equality in hiring, promotion, and workplace treatment. In 2023/24, there were 270 discrimination cases where compensation was awarded, with the maximum amount awarded (£995,000) in the Sex Discrimination jurisdiction.

HR compliance checklist: How to stay on track

To help assess current practices, organisations can use the following checklist that outlines the key indicators of a compliant HR function:

Written employment contracts issued on or before the first working day
Processes in place to review and update contracts when roles change
Clear policies on working hours, leave entitlements, and rest breaks
Secure, centralised time and attendance records
GDPR-compliant data handling policies, including access restrictions and retention rules
Documented grievance, disciplinary, and equality procedures
Regular internal audits of HR processes and systems
Staff and manager training on compliance topics, including data protection, workplace conduct, and antidiscrimination

Additionally, establishing a compliance calendar, assigning ownership for each regulatory area, and providing regular training for line managers can significantly reduce risk. Organisations that document policies clearly and maintain version-controlled records are better prepared for audits, internal reviews, and legislative changes.

Implementing automated compliance checks within HR systems — such as flagging outdated contracts or tracking training completion — can help identify and rectify discrepancies early. This reduces manual workloads, and ensures readiness for external audits. Such proactive measures not only safeguard against legal pitfalls but also contribute to a positive employer brand, aiding in talent attraction and retention.

Leveraging technology for compliance in HR

Technology is transforming how HR teams manage compliance. The manual tracking of obligations increases the risk of errors, missed deadlines, and non-compliance. Digital HR platforms, however, streamline processes, mitigate these risks, and provide better visibility into compliance efforts.

Key benefits of digitalisation for risk reduction include:

Automated workflows for contract generation & policy distribution: Minimises the risk of missing key documents or deadlines, ensuring that employees receive and acknowledge important compliance materials on time.
Integrated time and attendance systems: Reduces the risk of non-compliance with working time regulations by automating the tracking of working hours, overtime, and rest periods, and aligning them with legal limits across regions.
Cloud-based data management: Enhances data security and reduces the risk of data breaches by providing secure, access-controlled storage that ensures compliance with data residency, retention, and GDPR requirements.
Real-time compliance dashboards: Mitigate audit risks by enabling HR leaders to track compliance status, monitor missing documents, and proactively address potential issues before they escalate into costly non-compliance.

These risk-reducing benefits are even greater for multinational companies. A single, scalable HR platform ensures consistency in compliance practices while offering the flexibility needed to meet local regulations. Platforms like SAP SuccessFactors, implemented and supported by Zalaris, provide automation, flexibility, and built-in compliance features to safeguard against legal and regulatory risks in multiple countries.

Navigate HR compliance with clarity and confidence

HR compliance is no longer just a back-office function. It’s a business-critical component that shapes employee trust, regulatory reputation, and strategic readiness. By embedding compliance into everyday processes and digital infrastructure, organisations reduce risk and gain operational clarity across all levels of the workforce.

At Zalaris, we empower organisations to achieve end-to-end HR compliance through fully managed payroll, HR technology, and advisory services. These are tailored to local requirements and scalable across borders. From automating employment contracts and policy rollouts to managing secure data flows and monitoring time and attendance, our comprehensive HR solutions simplify complexity at every stage of the employee lifecycle.

Built on leading platforms like SAP SuccessFactors, our offerings are designed for seamless integration, regulatory alignment, and enterprise-grade security. Whether supporting a single-country HR team or a multi-market operation, we provide the tools, expertise, and infrastructure to stay compliant and confident, even as rules evolve.

Compliance isn’t optional. It’s a strategic advantage that could mean the difference between thriving and falling behind. Book a consultation today to explore how we can transform your organisation’s Human Resource compliance into a source of strength and certainty.

Time management for HR – tools, techniques, and strategies

Elliot Raba

04.06.2025 6 min read

Time-Management-for-HR-–-Tips-to-Boost-Productivity-and-Efficiency

As HR teams juggle daily operations, compliance, recruitment, and employee engagement, the need for efficient time management becomes more urgent than ever. Without a clear approach to managing time, HR professionals risk burnout, missed opportunities, and even reduced organisational effectiveness.

To elevate an HR department from reactive to proactive, mastering time management isn’t just a luxury – it’s an absolute necessity.

When HR professionals harness the right tools and techniques, they not only boost productivity but also make a significant impact on the success of the organisation.

Let’s explore the role of time management in HR: its importance, core benefits, and a range of practical tools and techniques. Whether you’re looking to optimise your workflow or embrace digital solutions to reduce manual tasks, the right approach can reshape your HR function and position your team for long-term success. Discover the key to unlocking HR excellence through effective time management.

What is time management?

Time management is the deliberate process of planning, organising, and controlling how time is spent across tasks and responsibilities. Within the HR function, it involves the efficient coordination of resources to handle core duties such as recruitment, employee relations, compliance, and performance management—while also safeguarding the bandwidth needed to focus on strategic priorities that contribute to long-term business growth.

Effective time management in HR goes beyond simply increasing output. It’s about working smarter — setting clear priorities, allocating time purposefully, and reducing time-wasting activities, distractions, and inefficiencies. The goal is not to cram more tasks into the day, but to ensure that the most valuable and impactful activities are given the attention they deserve, at the right time.

The importance and benefits of time management

Time is one of HR’s most limited and valuable assets. When poorly managed, it can lead to missed deadlines, disorganisation, and a tendency towards reactive, short-term decision-making. Conversely, effective time management enables HR professionals to operate with purpose, precision, and long-term focus—transitioning from administrative overload to strategic leadership.

When time is well managed, HR teams can:

Boost productivity by streamlining workflows and eliminating unnecessary administrative burdens
Deliver more timely, accurate, and responsive services to employees and stakeholders
Create space for forward-thinking initiatives, strategic planning, and innovation
Improve employee satisfaction within the HR function and reduce operational stress

A disciplined approach to time allocation helps ensure that critical HR responsibilities—such as maintaining accurate records, meeting compliance deadlines, and keeping policies up to date – receive the attention they require. This structured focus strengthens regulatory compliance by reducing the risk of missed obligations or administrative errors.

It also enables more consistent and purposeful engagement with colleagues and stakeholders. By setting aside time for regular communication, updates, and collaboration, HR can strengthen internal relationships and remain responsive to organisational needs.

In addition, allocating dedicated time for policy reviews, employee training, and consistent process execution helps ensure fair and uniform policy application—a key element in building trust and maintaining a stable, credible HR presence within the business.

According to a McKinsey study, organisations that streamline processes and reduce administrative burden can free up to 30% of HR’s time for more strategic initiatives.

Time management techniques and models for HR

Adopting structured time management techniques enables HR professionals to prioritise tasks effectively, reduce stress, and maintain high standards of service delivery.

The following models are particularly valuable for HR teams:

1. Eisenhower Matrix

This approach empowers HR teams to effectively prioritise daily operations, such as addressing a grievance (urgent and important) while carving out time for future workforce planning (important but not urgent). Tasks like attending non-essential meetings can be deprioritised or delegated. It supports decision-making when workloads are high by categorising tasks into four quadrants:

Urgent and important	Important but not urgent
Urgent but not important	Not important nor urgent

2. Time Blocking

A simple yet powerful technique involves allocating fixed blocks of time to specific tasks. For example, HR professionals might block:

9–10 AM daily for reviewing CVs,
10:30–11:30 AM for interviews,
Afternoons for strategic planning or policy review

This structure reduces distractions, prevents over-commitment, and ensures essential work isn’t continually postponed due to ad hoc requests.

3. Pareto Principle (80/20 Rule)

This principle suggests that 80% of results stem from just 20% of efforts. In HR, this could mean identifying the 20% of recruitment sources that produce 80% of successful hires or the 20% of employee issues that consume most of the time. By focusing on these high-impact areas, HR teams can make more strategic interventions—whether by automating low-value processes or refining key onboarding steps that significantly influence retention

4. Pomodoro Technique

Designed to maintain focus and prevent burnout, this method breaks work into typically 25-minute sprints followed by a five-minute break. A longer 25-30-minute break can be enjoyed after four 25-minute sprints are completed.

It can be effective for HR administrators working through repetitive tasks such as updating employee files, processing benefits, or responding to standardised queries. Over time, it enhances focus and energy management throughout the day.

Time management strategies for HR teams

While individual techniques are a helpful start, broader time management tools and techniques ensure that time management becomes embedded within the wider HR function:

Set clear goals and KPIs

Aligning time with purpose begins with defining specific, measurable outcomes. For instance, setting Key Performance Indicators (KPIs) to reduce average time-to-hire by 15% within a quarter creates a clear focus across recruitment workflows. Breaking such goals into manageable tasks ensures ongoing progress without overwhelming the team.
Streamline workflows and automate where possible

Automating routine tasks such as timesheet collection, annual leave requests, or policy acknowledgements can save significant time. Implementing tools that integrate payroll, talent management, and absence tracking into one system eliminates the need to switch between platforms. This reduces errors and manual input.
Foster cross-functional collaboration

Inefficient handovers between departments can create unnecessary delays. HR teams benefit from shared planning calendars, centralised documentation, and regular check-ins with other departments (such as Finance or IT). Collaborations minimise bottlenecks and redundant communication loops.
Regular audits of time use

Periodically reviewing how time is spent reveals valuable insights. If a team finds that responding to internal HR queries is consuming a disproportionate amount of time, implementing an internal HR knowledge base or chatbot could reduce that burden. Audits also highlight which tasks can be restructured, reassigned, or removed entirely.
Develop a time-aware culture

When leadership demonstrates effective time management, such as avoiding last-minute requests, respecting calendar boundaries, and maintaining clear communication, it sets the tone for the rest of the organisation. Encouraging realistic workloads, setting achievable deadlines, and recognising efficiency help create a culture that values focus over firefighting.

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How time management tools can transform HR operations

Digital tools are the heart of modern time management, enabling HR teams to work smarter, not harder. Cloud-based platforms can centralise data, automate routine tasks, and offer real-time insights. This frees HR teams to focus on people rather than processes. For example:

Workforce management systems streamline scheduling, attendance, and shift planning.
Time management software to manage absence and workforce quotas.
HR analytics platforms provide visibility into workload distribution, enabling better planning.
Integrated HCM solutions connect payroll, talent, and time data into one system, reducing admin time and error risk.

Zalaris offers advanced HR and payroll solutions that simplify operations and ensure time is spent where it matters most. From managing leave and absence to enabling strategic workforce planning, our digital tools help HR departments increase efficiency, ensure compliance, and enhance employee experiences.

Empowering HR through strategic time management

Time management in HR is no longer a peripheral skill but a core enabler of strategic impact. By adopting proven techniques, leveraging structured models, and integrating intelligent digital tools, HR teams can shift from reactive task execution to proactive value creation. The result? Greater efficiency, improved employee experiences, and stronger alignment with organizational goals.

At Zalaris, we help HR teams reclaim their time and elevate their performance. Our integrated solutions combine time-tracking insights with automation and analytics to streamline operations and empower smarter decision-making. Discover how our tools can help your HR function become more agile, data-driven, and future-ready.

Frequently Asked Questions (FAQs)

1. Why is time management important in HR?

Time management is essential in HR because it helps professionals balance daily operations with strategic initiatives. Without it, teams risk burnout, missed deadlines, and reactive decision-making. Effective time management enables HR to deliver better service, maintain compliance, and focus on long-term goals.

2. What are the most effective time management techniques for HR professionals?

Some of the most effective techniques include the Eisenhower Matrix for prioritisation, Time Blocking for structured scheduling, the Pareto Principle for focusing on high-impact tasks, and the Pomodoro Technique for maintaining focus and energy throughout the day.

3. How can digital tools improve time management in HR?

Digital tools streamline repetitive tasks like leave requests, timesheet collection, and compliance tracking. Platforms like Zalaris integrate payroll, talent, and time data into one system, reducing manual input and freeing up time for strategic work.

4. What are the benefits of good time management in HR?

Benefits include increased productivity, reduced administrative burden, improved employee satisfaction, better compliance, and more time for innovation and strategic planning.

5. How does Zalaris support time management in HR?

Zalaris provides integrated HR and payroll solutions that automate routine processes, centralise data, and offer real-time insights. This allows HR teams to focus on people, not paperwork, and make more informed, strategic decisions.

6. Can time management impact employee experience?

Yes. When HR teams manage their time effectively, they can respond more quickly to employee needs, maintain consistent communication, and deliver a smoother, more supportive experience across the employee lifecycle.

Time attendance management software that transforms HR workflows

Elliot Raba

26.05.2025 6 min read

Time attendance management software that transforms HR workflows_Blog_0525 (1)

Time and attendance management has quietly become one of the most critical tools in HR's strategic toolkit. Once a routine task, it now affects everything from payroll and compliance to employee wellbeing. The era of hybrid teams and rising expectations around flexibility force organisations to move beyond outdated time tracking methods.

In this new world of work, the need for reliable, real-time time attendance management software has never been greater. Managing a dispersed workforce presents challenges for HR teams, who require automated systems to handle compliance and resource allocation in a more complex labour environment.

In this article, we explore how modern time and attendance solutions address these challenges, the key features that make them effective, and the best practices for successful implementation. We will also cover practical guidance on selecting the right system—focusing on tools that simplify operations and support long-term organisational growth.

The importance of time and attendance tracking in HR

Accurate time and attendance tracking sits at the heart of effective workforce management. It provides the data required to ensure fair pay, meet legal obligations, and evaluate resource allocation across teams and departments. As remote and hybrid work arrangements continue to evolve, traditional methods like manual timesheets no longer offer the flexibility or accuracy needed.

In the UK, time tracking plays a critical role in ensuring compliance with employment legislation. Employers must maintain accurate records to demonstrate adherence to the Working Time Regulations 1998, which cap the average working week at 48 hours (unless an employee has opted out), and mandate rest breaks and adequate time between shifts. Time tracking records are also essential for minimum wage compliance and must be retained for at least two years. While UK laws don’t prescribe a specific tracking method, all collected time data must comply with UK GDPR and the Data Protection Act of 2018.

A well-implemented, effective time and attendance tracking system enhances transparency between employees and employers, fosters trust, and supports performance monitoring. It also enables better planning around staffing, overtime, and absence management, helping HR align people operations with organisational priorities.

Common challenges in managing time and attendance

Despite its strategic importance, managing time and attendance remains one of the most complex aspects of HR. The following are some of the most common challenges organisations face:

Manual errors: Paper-based processes and spreadsheets increase the risk of miscalculations or misplaced data, especially in high-volume or multi-site organisations.
Compliance risks: Variations in working time regulations, especially across different regions, can result in unintentional non-compliance, exposing organisations to employment tribunals, potential fines, and reputational damage.
Lack of integration: Disconnected systems make it challenging to link time data with payroll, leave management, or analytics tools, leading to inefficiencies and data silos.
Low employee engagement: Complex or outdated tracking methods can frustrate employees, reducing the accuracy of self-reporting and participation.

These issues affect payroll accuracy and legal compliance and hinder strategic decision-making, leaving HR teams without reliable workforce insights.

Key features & benefits of time attendance management software

The Chartered Institute of Payroll Professionals (CIPP) estimates that an organisation of 1,000 employees can save around £250,000 per year by introducing time and attendance technology. Modern software solutions are designed to address common challenges with tools that simplify, streamline, and strengthen HR operations. Key features often include:

Generate insights into overtime trends, absenteeism, shift patterns, and cost centres to support data-driven HR planning.

Feature	Description
Real-time tracking	Employees clock in and out using mobile apps, biometric systems, or digital kiosks, providing immediate visibility for HR and line managers.
Automated compliance checks	Built-in rules ensure working hours, break times, and leave entitlements adhere to legal standards.
Integration with payroll	Time data flows directly into payroll systems, reducing the need for double entry and minimising payment errors.
Absence management	Track annual leave, sick days, and other absences with visibility across teams and departments.
Custom reporting and analytics	Generate insights into overtime trends, absenteeism, shift patterns, and cost centres to support data-driven HR planning.

These features lead to faster processes, greater accuracy, and stronger control over workforce costs, freeing HR professionals to focus on more strategic initiatives and long-term organisational goals.

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Best practices in implementing time and attendance systems

Implementing a time and attendance system effectively requires strategic planning and adherence to best practices. Incorporating data-driven insights can further enhance the implementation process:

1. Run a pilot program in one department before scaling company-wide

Start with a team that has a relatively straightforward shift structure. This allows the implementation team to test the full process, from time capture to payroll integration, without overcomplicating the setup. Issues identified during the pilot can be addressed before full deployment, reducing disruption.

2. Use real workforce data when configuring rules and exceptions

Rather than relying on generic templates, input actual working time data during system setup. For example, map real-life overtime policies, night shift rules, and lunch break habits. This ensures the system reflects the organisation’s actual requirements and avoids retroactive corrections post-launch.

3. Set up alerts and exception workflows from day one

Configure the system to flag anomalies automatically. Define who receives these alerts (e.g. line managers or HR) and how they’re resolved. This prevents issues from accumulating and helps maintain clean data from the start.

4. Digitise supporting documentation for leave and absences

Connect time tracking to relevant policies and approvals. Upload standard forms, such as medical certificates or travel approvals, into the platform and tie them to absence types. This helps HR teams keep a consistent audit trail and avoids manual filing or email chains.

5. Communicate changes clearly—and support them with training

Before the system goes live, provide simple visual guides that highlight what employees are expected to do differently (e.g. use a mobile app to clock in instead of a paper sheet). Include when these changes will take effect and what support will be available.

To ensure adoption, don’t stop at communication—invest in training. Organisations with strong learning cultures report 30-50% higher engagement and retention rates, making it a key success factor in any system rollout.

6. Plan for mobile and remote use cases early

If part of the workforce is mobile, hybrid, or remote, ensure the system is optimised for these users. Test GPS-based time capture or geofencing, and make sure the mobile app functions well on different devices. Failing to do this upfront often leads to uneven adoption.

7. Build reporting templates aligned to stakeholder needs

Preconfigure reports for different users. Examples of this include payroll teams needing export files, department heads wanting overtime summaries, or executives requiring absence trends. This saves time and ensures stakeholders extract value from the system without needing to build reports from scratch.

Choosing the right time attendance management software

With a wide range of solutions available, choosing the appropriate time and attendance tracking system is more than a technical decision — it’s a strategic opportunity to enhance efficiency, ensure compliance, and improve employee experience. Instead of simply comparing features, organisations can benefit from considering the following factors:

Scalability: Can the system grow with the organisation and adapt to future workforce models, such as hybrid or flexible working?
User experience: Is the interface intuitive enough for employees and managers to adopt with minimal training?
Integration: How well does the software connect with existing HR, payroll, and analytics platforms?
Customisation: Can attendance policies, shift rules, and compliance features be tailored to meet unique organisational and legal needs?
Support and updates: What kind of support is offered post-implementation, and how often is the system updated to reflect changing regulations?

Putting the right system into practice

A great example of these principles in action is our Attendance Solution, designed to meet the practical needs of today’s diverse workplaces, including hybrid and remote teams.

The system allows real-time registration of various work hours, including standard time, overtime, and travel time, all via the PeopleHub portal or mobile app. This flexibility supports scalability, making it suitable for organisations with multiple locations or diverse working patterns.

Beyond time tracking, the core focus is on usability and ease of implementation:

The desktop and mobile interfaces offer a smooth user experience, minimising the need for extensive employee training.
Zalaris features support customisation, allowing organisations to configure local attendance rules, shift policies, and approval workflows based on their operational and legal requirements.
The Zalaris Absence Solution simplifies leave requests while providing employees with real-time access to leave balances.
The Quota Solution complements these features by managing absence entitlements and enabling forward planning, with full traceability for audit purposes.
In terms of ongoing support, we provide expert guidance not only during implementation but also beyond go-live. This end-to-end approach increases the likelihood of successful adoption and long-term return on investment.

Conclusion: Empowering HR teams with advanced time and attendance solutions

Far from being just an administrative task, time and attendance management underpins smarter, more compliant, and people-centred HR practices. With the right time attendance management software, HR teams gain the visibility and control needed to confidently manage a modern workforce.

Zalaris provides integrated time and attendance solutions that combine flexibility, compliance, and automation. Our software and service solutions can support every stage of workforce management. From implementation to ongoing optimisation, we help organisations streamline HR processes, improve data accuracy, and achieve greater operational clarity. Discover how we can support a smarter approach to time and attendance. Book a consultation today to unlock new levels of HR efficiency.

Payday Super: Reset, Rethink, Realign

26.05.20251 min read

Payday Super Reset, Rethink, Realign_0525

A practical guide to leading SAP Payroll transformation in a real-time compliance era.

Starting July 2026, superannuation payments may need to be made on payday. For SAP-based organisations, this means legacy processes must evolve into real-time, automated systems that can meet tighter regulatory demands and deliver greater transparency.

This guide goes beyond the headlines to help you:

Understand what the reforms mean and what’s still evolving
Identify the gaps in your current SAP Payroll setup
Plan a smart, low-risk path to compliance
Avoid potential penalties and payroll disruptions through early action
Turn a regulatory deadline into an opportunity for digital acceleration
Align your payroll strategy with a more agile, cloud-ready future

Download the guide and take the lead, before the pressure hits.

Team Zalaris

What are HR services?

Key HR services

The importance of HR services for business strategy

Digital approaches enhancing modern HR services

Strategic summary: Integrated platforms empower HR outcomes

Real-world example: Zalaris in the Nordics

Value added by an external partner – HR services outsourced

Conclusion: Elevating business through HR services

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What is an Employer of Record (EOR)?

EOR: Understanding legal aspects

Benefits of the EoR model

Key challenges and considerations when engaging an Employer of Record

Employer of Record: From the employee’s perspective

Real-world use cases for EOR services

From EoR to scalable global HR: A practical case

Conclusion: EOR as an effective approach for global HR strategies

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Why traditional HR models fall short

The HR as a Service framework: A strategic solution

What you will discover

Begin your transformation journey

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HR teams are doing more with less — and it’s not sustainable

The next generation of HR as a Service

Business as Usual (BAU) support

Consulting functions

What HR as a Service delivers:

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What is HR compliance, and why is it important?

Key UK legal obligations in Human Resource compliance

Core areas

Key UK regulations

UK GDPR (General Data Protection Regulation)

Employment Rights Act 1996

Working Time Regulations 1998

Common HR compliance pitfalls to avoid

Inaccurate, delayed, or missing employee contracts

Inadequate tracking of working hours and leave

Poor handling of employee data

Over-reliance on outdated processes

Failure to ensure non-discriminatory practices

HR compliance checklist: How to stay on track

Leveraging technology for compliance in HR

Navigate HR compliance with clarity and confidence

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What is time management?

The importance and benefits of time management

Time management techniques and models for HR

1. Eisenhower Matrix

2. Time Blocking

3. Pareto Principle (80/20 Rule)

4. Pomodoro Technique

Time management strategies for HR teams

Set clear goals and KPIs

Streamline workflows and automate where possible

Foster cross-functional collaboration

Regular audits of time use

Develop a time-aware culture

How time management tools can transform HR operations

Empowering HR through strategic time management

Frequently Asked Questions (FAQs)

1. Why is time management important in HR?

2. What are the most effective time management techniques for HR professionals?

3. How can digital tools improve time management in HR?

4. What are the benefits of good time management in HR?

5. How does Zalaris support time management in HR?

6. Can time management impact employee experience?

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