One HR system, set up for every country you operate in.
Working days, gratuity, income tax, statutory deductions, leave entitlement and holidays are all set per hub, and NearSync supplies none of the values; you enter your own. Each hub keeps its own HR rules, because labour law and payroll tax differ by country.
Full access, no card required.
Only three of the twelve belong to HR. The rest are tasks closed on boards, reactions left by colleagues, prompts run and hours focused, and not one of them is a survey answer.
What it solves
Four problems this solves.
Most organisations solve these with disconnected tools: a performance app, a policy folder, a process spreadsheet and a reporting export. The cost is not the licences, it is that none of the four agree with each other.
Two managers measuring the same thing will often define it differently. In NearSync a KPI is created once in the KPI Library, with a unit, a default target and a default weight, and every goal that uses it points to that single definition.
Goals, review cycles and improvement plans are kept together with the documents and policies they relate to, so any performance decision can be traced back to a clear objective, a review period and a published policy.
Boards turn an informal process into clear stages, and rules control how items move between them, so work runs the way you designed it.
Reports are built from the same live information your team works in every day, never from exported copies, so a figure in a report always matches the figure at its source.
Payroll approval
HR approves, then Finance.
Every payroll run moves through four steps: draft, approved by HR, approved by Finance, paid. HR can recall a run until Finance acts on it. Finance either approves the run or returns it with a reason, and that reason stays on the run itself, not in a message somewhere. Both departments have to sign off before anyone is paid.
One system, per country
You set every rate and rule yourself.
HR and Finance always keep each hub's information separate, and that separation is built into the platform; no administrator can switch it off. The reason is simple: labour law, payroll tax and attendance rules differ by country, and so do invoices, expenses and taxes. Permissions decide what a role can do; hub access decides whose information they can do it to.
What NearSync provides
- A per-hub payroll profile: currency, working days, invoice tax, gratuity rules, income tax framework, cut-off and regularization window
- Deduction and contribution entries, employee or employer side, against gross or basic
- Leave types with entitlement, accrual, probation eligibility and carry-over
- A holiday calendar per hub per year, including optional and restricted days
What your organisation sets
- Every rate, threshold, entitlement and bracket, per country, from your own current figures
- Which statutory schemes apply, on which wage base
- Whether income tax applies at all, and its brackets if it does
- Keeping the holiday calendar accurate, including dates announced locally each year
NearSync never applies a rate, entitlement, threshold or holiday on your behalf, and no hub inherits settings from another. Choosing a progressive income tax framework fills in no brackets: until you enter them, that hub calculates no tax. None of this is tax advice.
Directory
Everyone, and everything about them, in one record.
Contract, salary, documents, reporting line and history on a single page, which is also the record payroll, leave and performance all read from.
One person has no reporting manager. Approval tiers that route to a line manager cannot resolve for them.
Attendance and leave
Your leave policy, not the software\u2019s.
Your own leave types, accruals, holidays and working week, per location. Approved leave then reaches sprint capacity and silences that person\u2019s notifications, because it is the same database.
Compliance
You hear before a document expires, not after.
Visas, Emirates IDs, contracts and probation dates are watched, and the alert arrives while there is still time to do something about it.
Sorted by what expires first, not by who raised it.
Self-service
Your team stops asking HR the same four questions.
Payslips, leave balance, expense claims and training, answered by the person who wanted to know. HR gets the time back.
Every capability
Eleven areas, one page each.
My Profile alone has twelve tabs, and Payroll has ten. Each area below has its own page covering what you can do with it, how to set it up, who can use it, and where its limits are.
My Profile across twelve tabs, and My Team for managers.
Leave, expenses, payslip, training, policies, delegationDirectory and onboardingThe employee record, bulk import, and a seven-step onboarding wizard.
One record per person, used everywhere work is assignedRecruitmentJob postings and a five-stage candidate pipeline.
Applied, Screening, Interview, Offer, HiredTrainingCatalog, assignments with scores, skill gaps, certifications.
Skill Gaps shows who is missing mandatory trainingEngagementFour scores built from everyday work, with nothing to fill in.
Momentum, Nexus, Growth and Vitality, scored separatelyPayrollRuns, salary register, studio, advances, commissions.
Two-stage approval: HR, then FinanceAttendance and leaveLeave Studio, holidays per hub and year, attendance ledger.
Approved leave updates team capacity everywhere elseTeams and accessDepartments, roles, access levels, hub scope, approval policies.
See, Do, Manage, Admin per modulePerformanceKPI library, goals, review cycles, improvement plans.
One KPI definition, used by every goal that needs itPoliciesThe document repository, categories, acknowledgements, expiry.
Every signature shows who signed, when and from whereCompliance alertsExpiring documents, work authorisation and probation periods.
Ordered by days remaining, with severityThe guides, in full
The first few guides are for everyone; the rest are for whoever runs HR.
Start here
What the area covers, and the one record everything else hangs off.
For everyone
No admin access needed. If you work here, these are yours.
Setting up
The hub first. A hub configured wrongly produces wrong attendance for everyone in it, every day.
Joining and leaving
Payroll
Last, because it reads everything above it.
Performance
Running HR day to day
The questions we get asked.
Anything longer lives in the help centre.
How many employees can we add?
As many as you employ. You pay per seat for people who log in, and a record for somebody who never signs in costs nothing.
Can we write our own leave policy?
Yes. Your own leave types, accruals, holidays and working week, per location, rather than one policy the software picked for you.
Is payroll included or separate?
Included. Runs, salaries and commissions sit next to the attendance and leave they are calculated from, so nothing is retyped between systems.
Does it know about Gulf requirements?
Yes. Gratuity is calculated the way UAE law sets out, and documents like an Emirates ID are watched so you hear before one expires.
One record, from the offer letter to the final payslip.
Spend half an hour setting up your hubs, leave rules and pay cycles, and payroll uses all of it from day one.