HR system
An HR system built for Tanzanian employers
Employee records, leave, attendance and payroll in one system, configured around the obligations you actually carry — and hosted for you, so there is no server to buy.
What the system covers
One record per employee, read by everything else. A promotion is entered once and the next payroll run picks it up — nothing is retyped between two systems, and nothing disagrees.
Employee records
Personal details, next of kin, contract, salary history, documents and photograph, with access limited by role.
Organisation structure
Companies, branches, departments and designations, with reporting lines and an org chart built from the records.
Leave
Leave types, accrual, carry-over and balances, with requests routed to the right approver and the year’s public holidays loaded.
Attendance and shifts
Shift rosters by branch or department, check-in from the employee app, and import from biometric or time clocks.
Payroll
Salary structures assigned to employees or groups, payroll runs, salary slips, the payroll register and a bank payment file.
Employee self-service
Staff open their own payslips, balances and requests from a browser or the mobile app, instead of asking HR.
The statutory side, as configuration
PAYE, NSSF or PSSSF, WCF, SDL and HESLB repayment are set up as rules in the salary structure, so a run produces each deduction and the figures its return needs.
- Rates and bands are configuration you or we can change, not values compiled into the software.
- Which obligations apply to your organisation is confirmed during discovery, not assumed.
- Every deduction on a payslip traces back to the rule, the rate and the approval that produced it.
- The payroll cost reaches the ledger by department, without a journal typed by hand.
We do not publish current rates on this page on purpose. They change, and a page that quotes one goes stale without anyone editing it. Your configuration is tested against a payroll you have already run.
Hosted, not installed
You get a workspace, not a server.
- No hardware to buy, no database administrator to hire.
- Encrypted connections, role-based access and an audit trail on sensitive records.
- Backups with a documented, tested restore procedure.
- A dedicated installation on your own infrastructure is possible where policy requires it — ask.
How it gets live
The work that decides whether an HR system is trusted happens before go-live, not after.
- Your HR policies, leave rules and approval workflows mapped and agreed in writing.
- Employee master data and leave balances migrated and checked with you.
- Salary structures and statutory deductions configured and test-run.
- One full month of payroll calculated in parallel with your current process and reconciled employee by employee. Nothing goes live until the difference is zero or explained.
- Training for HR administrators, managers and staff, and documentation you keep.
Common questions
It depends on head count, how clean your current records are and how many policies need mapping, so we scope it in writing after discovery rather than quoting a number here. The parallel payroll run is the step that sets the date: we do not go live until a full month reconciles against your existing figures.
Yes. Companies, branches and departments are part of the structure, each with its own employees, approvers and reporting, and group reports consolidate across them.
Access is role-based and limited to what each person needs, and sensitive actions are logged. We help you define access rules that reflect your own policies and applicable data protection law.
Interfaces can be delivered in English and Kiswahili where required. We agree the language scope during discovery.
Pricing depends on head count and which modules you need, and is confirmed in a written proposal after discovery. Tell us your head count and we will give you a figure rather than a range.
Read next
The product page this sits on, and the other questions people ask alongside this one.
Talk to us about hr system
Tell us what is slowing your organisation down. We will listen first, then recommend a practical next step — even if that is not a project with us.