Questions, answered plainly

HumanR is an HRMS built for operations that run across islands, vessels and remote sites — employee records, permits, attendance, leave, payroll and staff housing in one system instead of one workbook.

Within minutes. Request a demo and we email you a personal login to a fully loaded demo company with realistic data — no credit card, no sales call required first.

HumanR was built inside a Maldives-based multi-site operation, but it's built for any operation that looks like that one — distributed sites, cross-border hires, permits with hard expiry dates, payroll split across currencies — wherever in the world it runs.

Migration is treated as the product, not an afterthought: a battle-tested importer reads your existing registers, salary sheets and trackers, and a validation report shows exactly what was imported, matched and flagged. Typical migrations take days, and you can keep the workbook alive in parallel while the team switches over.

You do. Every list in the system exports to a file, and if you ever leave you leave with your data. See the security page for how access to it is controlled while it's in the system.

The things a distributed operation actually runs on: ZKTeco biometric terminals (iClock/ADMS push protocol) for attendance, your existing Excel workbooks on the way in, exports from every list on the way out, and transfer-ready bank files per currency out of payroll.

Every major screen ships with an in-app how-to guide, and a built-in support desk lets your team raise tickets — screenshots attached — without leaving the app. Tickets are answered by the people who built the product.

Because two operations with the same headcount rarely cost the same to run — sites, biometric devices and migration scope all differ. Tell us your headcount and how many sites you run, and you'll get a written quote within one working day. A quote here is a number in an email, not a meeting you have to sit through.

Plans are sized to your active headcount, and the tier decides which modules are switched on. You pick the tier that matches how much of the operation you want on the system — registry only, payroll end to end, or the full distributed operation.

Guided migration from your workbook is part of every plan — it's the whole point of starting. If your workbook is unusually complex, the import validation report will show it and we'll tell you upfront, not invoice you afterwards.

Yes. Tiers map to modules, so moving up is switching things on — your data is already there. Many teams start with Foundation during migration and turn on Payday once the first parallel payroll run checks out.

Please do — that's how we prefer it. Request a demo and you'll get a personal login to a fully loaded demo company within minutes. No credit card, no sales call required.

Days. The importer does the heavy lifting; most of the time goes into reviewing the validation report with your HR team and deciding how to fix historical inconsistencies the workbook was hiding.

They all are — that's the point. The importer was built against real registers with duplicated rosters, reused staff numbers and broken formulas. Whatever it can't confidently interpret, it flags in the report instead of importing bad data silently.

Yes. Imports are safe to re-run, so you can keep the workbook alive for a few weeks while the team switches over, then re-import to catch the final changes.

No — you gain it. Historical leave records, terminated staff, item issues and your current payroll month are all imported, and from then on the system keeps the history your workbook overwrote every month.

Yes — documents can be stored against each employee with type, number, dates and the physical location of the original, with files kept in secure storage.

Every document carries an expiry date. Reports and dashboards surface anything expiring within your chosen window — 30, 14 or 7 days — so renewals start early.

Only users with the sensitive-pay permission. Everyone else sees masked values, and access to sensitive data is itself logged.

Yes — quota is tracked per permit block and occupation line, with counts of slots used and remaining, plus expiry tracking on the quota itself.

One report: every current employee with permits or visas expiring inside your alert window, ready to hand to your immigration officer.

Open seats in the recruitment pipeline are visible alongside quota availability, so you can plan hires against real capacity.

ZKTeco terminals speaking the iClock/ADMS push protocol — the most common biometric devices in the region. Devices are whitelisted by serial number.

Devices buffer punches locally and push them when connectivity returns; rollups recompute automatically.

Yes — OT and Friday rates are configurable per work site, and the payroll engine picks up whatever the site defines.

Yes — that rule is built in for annual leave: calendar days minus Fridays and public holidays that fall inside the trip.

Balances are visible to HR and managers with the right permissions, and printed on approvals — so the number everyone argues from is the same one.

Ticket arrangements (own, one-way, return) are captured on the leave request itself, alongside passport handover and visa status.

Yes — packages are the payroll unit, not people. An employee can hold a main package and a separately paid allowance package, each with its own currency and channel.

Split packages pay half in USD and the rest in MVR at a fixed configured rate, with bank details tracked per currency.

Regenerate the draft — the engine un-stamps everything it created and rebuilds it, so there's no double-counting and no manual patching.

Yes — pension registrations drive employee and employer contributions on every run automatically.

Yes — the template is editable. Changes apply to future joiners; completed checklists keep their original signed state.

Yes — agency involvement is tracked per request, and checklists can include optional steps that only apply to some hires.

Yes — deployments are effective-dated, so any unit's crew composition can be reconstructed for any date.

Accommodation is tracked per bed and per employee; occupancy data is there for whatever charging policy you apply.

Yes — each request type has its own route, and amount bands within it can route to different approvers.

Routes resolve by role or designation, so the seat matters, not the person — and in-flight requests can be escalated.

Yes — record the incident, collect signed (or formally refused) witness statements, and close with a documented outcome. If action is warranted, the investigation escalates into a disciplinary case carrying its evidence with it.

No. Everything the query box does is also available as clickable filter chips and a menu — the syntax is a shortcut for people who want it, not a requirement. Teams typically start with chips and pick up the shorthand naturally.

Any list, any time — one click, honoring the filters you have on screen. The point isn't to lock data in; it's that the master copy stops living in a workbook.

The opposite. Anyone comfortable with LIKE '%FIN%' or pivot filters maps their habits directly: ~ is contains, ^ is starts-with, comma is 'any of', minus is 'not'. The in-app help even translates common SQL patterns to the syntax.

Column choices are per user — a recruiter and a paymaster can keep completely different views of the same list without stepping on each other.

Yes — the report builder lets you choose fields, filters, grouping and sorting, and save the result for reuse.

Live. Every report runs against current data the moment you open it.