Employee directory
The record for every person: role, department, type, status, and the client company they belong to. Headcount and status at a glance.
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HR consultants, fractional people ops, PEO-style firms
HR & People Ops for firms that run HR for other companies.
PrismAMS People is a full HR platform for firms that handle HR for many client companies at once. One workspace holds every client's employees, checklists, leave, reviews, hiring, time and benefits, and each client sees only its own people. It sits on the same platform as the documents, eSignature, tasks and accounting, so an offer letter or a pay run doesn't need a second system.
- One login
- Every client company
- 22
- Wage-and-hour jurisdictions
- Guarded
- No termination without the chain
- 13
- HR modules, live today
What's included
What comes with HR & People Ops.
Onboarding + offboarding
Checklist templates with progress tracking. Add a new hire and their onboarding checklist starts on its own.
Time off + leave
Leave policies, requests with business-day math, approvals, and balances per employee and policy.
Performance + growth
Goals with progress, review cycles with ratings and acknowledgment, and a self-service growth review the employee owns and chooses whether to share. A tokenized link means no app login to complete it.
Recruiting
Job openings and a candidate pipeline. Hiring a candidate creates the employee and starts onboarding, so recruiting flows into the directory instead of stopping at the offer.
Time + attendance
Punches roll into timesheets computed by a wage-and-hour engine: California daily overtime, double time, seventh-day and meal-period premiums, plus weekly overtime rules across 22 US jurisdictions. Flags show before approval.
Progressive discipline
Verbal, written and final warnings issued in order. The system won't terminate an employee until an active chain of all three exists.
Benefits
Plans by type with per-tier employee and employer cost, enrollments, dependents, and a summary of participation and employer spend.
Shift scheduling
A weekly agenda with open shifts flagged, inline assignment, publish by week, and one click to turn a worked shift into a paid time entry.
Timesheets into payroll
Approved timesheets seed regular, overtime and double-time hours into the accounting pay run, with premiums posted so gross pay stays exact.
Compliance + policy acknowledgment
A policy library with a per-policy acknowledgment matrix. Show who has read what, and when.
Per-client isolation
Pin a user to one client company and they see only that company's people on every HR screen. It fails closed: no data, nothing shown, never everything.
People analytics + reports
Headcount, 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.
Who it's for
If you run HR for more than one company, this is your system.
- HR consulting firms that manage people operations for a roster of client companies
- Fractional HR and people-ops teams tired of a separate login per client
- Firms that need time to be paid correctly under California and other state wage-and-hour rules
- Any employer that wants the discipline chain enforced by the system, not by a policy binder
Day-to-day workflows
The repetitive work, finally automated.
- 01
Hire to first paycheck
A candidate is hired in the pipeline. The employee record appears, onboarding starts, shifts get scheduled, punches become a compliance-checked timesheet, and the approved hours flow into the pay run. Nothing is re-keyed.
- 02
A client manager logs in
They see their own company's people and nothing else. Your team sees every client. The isolation is enforced in every query, not by a separate site.
- 03
The Friday timesheet review
Overtime, double time, seventh-day and meal premiums are already computed and flagged per jurisdiction. You review the flags, approve, and the pay run picks it up.
- 04
A termination that holds up
Verbal, written, final, in that order, each on the record. The Terminate button unlocks only when the chain is complete.
FAQ
Common questions.
+Is the wage-and-hour engine legal advice?
No. It computes overtime and premiums under the coded rules for each jurisdiction and flags what it finds. It doesn't yet cover every local ordinance, alternative workweek or industry wage order, and every ruleset shows a disclaimer in the app. A person reviews the timesheet before it's approved.
+Is this a payroll provider?
It produces the pay-ready timesheet and feeds it into the PrismAMS accounting pay run. It isn't positioned as 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. It's a reflection and development tool, not a clinical, diagnostic or hiring instrument.
+Can our clients use it directly?
Yes. A client's manager gets a login scoped to their company. They run their own people from the same system your team uses, and they never see another client's data.
Off-the-shelf is for cereal.
Give us 30 minutes and we'll walk through your real workflows in a tenant set up for your agency. No slides.