Employee directory
NewThe system of record for every person: role, department, type, status, and which client company they belong to. Headcount and status at a glance.
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Directory · time · benefits · compliance
People & HR for firms that run HR for many client companies from one login.
PrismAMS People is an HR platform built for firms that run HR for many companies at once. HR consulting firms and fractional people-ops teams get stuck with tools designed for one company's HR department, which means logging in ten times a day. Here the whole practice runs from one workspace: every client company's employees, checklists, leave, reviews, hiring, time and benefits, with each client seeing only its own people. It sits on the same platform as the CRM, documents, eSignature and accounting, so an offer letter, a policy acknowledgment or a pay run happens in one system.
- One workspace
- Many client companies, each isolated
- 22 jurisdictions
- Wage-and-hour rules, California first
- Guarded
- No termination without the warning chain
- To payroll
- Approved timesheets feed the pay run
What's included
Everything in People & HR, shipped today.
Onboarding and offboarding
NewChecklist templates with progress tracking. A new hire's onboarding checklist starts on its own the moment they're added.
Time off and leave
NewLeave policies, requests with business-day calculation, approvals, and balances per employee and policy.
Performance and growth
NewGoals with progress, review cycles with ratings and acknowledgment, and a self-service growth review built on the five-factor personality model that each employee owns and can choose to share. A tokenized link means no app login is needed to complete it.
Recruiting
NewJob openings and a candidate pipeline. Hiring a candidate creates the employee record and starts onboarding, so recruiting flows straight into the directory.
Time and attendance, wage-and-hour aware
NewPunches roll up into timesheets computed by a jurisdiction-aware wage engine: California daily overtime, double time, seventh-day premiums and meal-period premiums, plus weekly overtime rules across 22 US jurisdictions with per-tenant minimum-wage overrides. Compliance flags show on the timesheet before anyone gets paid.
Progressive discipline, guarded
NewVerbal, written and final warnings have to be issued in order, and an employee can't be terminated until an active chain of all three exists. The system enforces the guard. No policy binder required.
Benefits administration
NewPlans by type with per-tier employee and employer cost, enrollments, dependents, and a summary of participation and employer spend.
Shift scheduling
NewA weekly agenda with open shifts flagged, inline assignment, publish-by-week, and one click to turn a worked shift into a time entry the wage engine pays.
Timesheets into payroll
NewApproved timesheets seed regular, overtime and double-time hours into the accounting pay run, with premiums posted so gross pay stays exact. Schedule, punch, approve, pay: one loop.
Compliance and policy acknowledgment
NewA policy library with a per-policy acknowledgment matrix, so you can show who read what, and when.
Per-client isolation
NewA user pinned to one client company sees only that company's people, on every HR screen. It fails closed: a scoped user with no data sees nothing, never everything.
People analytics and reports
NewHeadcount, hires and departures, tenure, open roles and pending leave on a dashboard, plus fourteen HR report templates and every HR table in the ad-hoc report builder.
How it works
Four steps, no export in the middle.
- 01
Add the client companies
Each company you run HR for is a client record. Employees hang off the company they belong to.
- 02
Run the practice from one screen
Directory, checklists, leave, reviews, hiring, time, benefits and scheduling for every company, in one workspace.
- 03
Give clients a scoped seat
A client's own manager gets a login that sees only their company. Owners and admins at the firm see everything.
- 04
Pay from the timesheet
Approved, compliance-checked timesheets flow into the pay run. Nobody re-keys hours.
Why it's different
Built for the firm that runs HR for everyone else.
- One workspace across every client company, with isolation enforced in every query instead of by separate logins.
- A wage-and-hour engine that computes overtime and premiums per jurisdiction, so the timesheet is checked before it's approved.
- Termination is guarded by the discipline chain, which is the control an employment lawyer asks about first.
- The same platform holds the documents, eSignature, tasks and accounting, so HR workflows reuse them. No integration to build.
FAQ
Common questions.
+Is the wage-and-hour engine legal advice?
No. It computes overtime, double time, seventh-day and meal-period premiums under the coded rules for each jurisdiction, and it flags what it finds. It does not yet cover every local ordinance, alternative workweek or industry wage order, and every ruleset carries a disclaimer in the interface. Treat it as a strong first pass that a person reviews.
+Is this a payroll provider?
No. The HR platform produces the pay-ready timesheet and feeds it into the PrismAMS accounting pay run. It is not a replacement for a full payroll service with tax filing in every state.
+Who owns the growth review data?
The employee. Results are private by default, and the employee chooses whether to share them with their manager. The assessment is a reflection and development tool, not a clinical, diagnostic or hiring instrument, and it says so on the page.
+Can one firm run HR for many companies?
Yes, that's the whole design. Every employee belongs to a client company, and a user can be scoped to one company so they see only their own people.
Off-the-shelf is for cereal.
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