Service · HR & Recruiting
HR Administration
Payroll errors rarely start in payroll. Usually in personnel files.
Taking over recurring HR administration in agreed processes and systems. The result is complete personnel records and on-time HR documents; law firms give legal advice, and qualified payroll specialists or tax advisers run payroll and filings.
Usual
What you often get
The personnel file is a folder that lives half in a cabinet and half in an inbox. Changes reach the payroll office by word of mouth, just before the cut-off date. References get written by whoever has time, weeks after the person has left.
IntoOps
What you get from us
From joining to the reference letter, every case follows a fixed process, with deadlines and clear responsibilities. Anyone hired through our recruiting is already fully on record.
We check payroll data before it's processed. And accounting gets payroll figures that match its ledgers.
Service components
5 components. Where a licence is required, we coordinate.
Marked components require a licence, so they always come as part of a wider engagement. Licensed partners carry them out; we appoint them on your behalf and coordinate.
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Maintaining complete personnel records and master data.
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Preparing contracts and letters from approved templates; legal drafting by lawyers.
Note: Legal advice and the drafting and review of contracts are handled by law firms. We appoint them on your behalf and coordinate.
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Collecting and checking payroll data; payroll and filings by qualified payroll staff or tax advisers.
Note: Tax work such as bookkeeping, payroll and tax returns is done by tax advisers or suitably qualified specialists. We appoint them on your behalf and coordinate.
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Working time, leave and sickness records.
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Exit process, documents and employment references.
What you'll have at the end. Results you can check.
- Up-to-date personnel files, with an overview of what's where and who has access.
- Checked payroll data for every cut-off: joiners, changes, hours and absences.
- Employment contracts and certificates drawn up from templates reviewed by a law firm.
- A deadline calendar for probation periods, fixed-term contracts and follow-ups, with clear ownership.
- An exit checklist covering returns and closed access, with the reference on the agreed date.
When you need this. And how you'll know.
- Your new branch is hiring its first people, but there's no HR administration on site.
- Payroll corrections are the norm because changes arrive late or incomplete.
- A social security audit is coming up, and personnel records are scattered everywhere.
- References and certificates wait for weeks because nobody feels responsible.
- Your team is growing, and admin eats the time needed for recruiting and leadership.
Rarely alone. Never bundled.
HR Administration often works together with these services. We'll tell you honestly when a combination makes sense, and when it doesn't.
Shows up in these initiatives.
You don't need a whole initiative to get HR Administration. These examples show where the service is often needed.
Good questions. Straight answers.
Do you also run the payroll?
Not ourselves. We collect and check the data; payroll and statutory filings are done by tax advisers or qualified payroll specialists.
If someone already does this for you, that stays as it is. Otherwise we appoint suitable specialists on your behalf and coordinate them.
Do you draw up employment contracts?
Yes, from templates. A law firm, which we appoint on your behalf, drafts or reviews the templates.
We fill them in, obtain approvals and file the signed version. If a case departs from the template, it goes back to the law firm.
Can our employees contact you directly?
Yes. We answer questions on leave, certificates or changes according to rules agreed with you. Difficult conversations and personnel decisions stay with you.
Many requests later run through a self-service portal that we set up as part of HR digitalisation.
Are employment references available on their own?
Yes, even without the rest of the administration. We draft the references based on your input, the manager approves them, and the reference is ready on the agreed date.
Proof first. Contract second.
In the free Initiative Check, we listen for 45 minutes and ask the questions that usually only come up after the contract is signed. Then you get a short written assessment: what we see, how we would go about it and roughly what it would take.
No obligation. And if we're not the right fit, we'll tell you.
Or write to us at hello@intoops.com.