BetterWrk People
BetterWrk People holds one employee record from offer letter to leaving date.
Roles, entities, managers, absence, time and the approvals your managers actually use. The record is not an HR silo — payroll, finance and operations read the same one, so a change happens once.
Core use cases
What teams achieve with it.
Onboard without a checklist in a spreadsheet
A signed offer opens the onboarding sequence, assigns owners and tracks what has actually been done, not what someone ticked.
Keep the org structure honest
Roles, reporting lines, entities and cost centres in one place, so approval authority is derived rather than remembered.
Handle absence and time
Requests, approvals, balances and timesheets that flow into payroll and into the cost of delivery.
Manage change of role
A promotion, transfer or pay change is one entry. Payroll, permissions and cost allocation follow from it.
Give managers something usable
Approvals that arrive where the manager already is, with enough context to decide without opening three tabs.
Leave properly
Offboarding removes access, closes payroll, returns equipment and records the exit — as one owned sequence.
Integrated workflow
What People sends and receives.
Most HR systems are excellent at holding records and poor at telling anything else that a record changed. That gap is where the monthly reconciliation lives.
- Receives from Sign
- Signed offers and employment documents, structured rather than filed.
- Sends to Payroll
- Joiners, leavers, changes, absence and time as events.
- Sends to Automate
- The triggers that open onboarding, role-change and offboarding sequences.
- Sends to Finance
- Cost centre, entity and effort against delivery.
- Sends to the platform
- Role and entity, which drive permissions and approval authority across every application.
- Feeds ProcessScout
- Where onboarding stalls, which approvals are always late and which manager tasks are quietly ignored.
Adaptation
What ProcessScout changes here.
People processes are where “that is just how we do it here” is most often true and most often expensive.
- Onboarding sequences that match how your business really brings people in
- Absence and time rules for your agreements, awards or shift patterns
- Approval routing that stops sending everything to one overloaded person
- Removal of steps that exist only because a previous system could not do something
ProcessScoutIllustrative
Equipment requests sit unassigned for a median of four days because the onboarding sequence notifies a shared mailbox rather than a person.
Proposed: assign by location with an escalation after 24 hours.
Enterprise controls
What your risk team will ask about.
- Permissions. Sensitive employee data is scoped separately from general directory information.
- Audit. Every change to a person, role or reporting line, with who made and approved it.
- Approvals. Role, pay and structural changes routed to named authority per entity.
- Retention. Employee data retained and disposed of to your policy and each jurisdiction’s requirements.
- Subject rights. Access, correction and erasure requests handled against one record rather than five.
Fit examples
How a requirement gets answered.
- Native
- Employee record, org structure, absence, time, documents and manager approvals.
- Configured
- Your entities, roles, absence policies, approval routing and onboarding sequences.
- Integrated
- A specialist recruitment, learning, benefits or background-check provider you are keeping.
- Built
- A workforce structure specific to your sector, such as multi-assignment or rostered contingent labour.
Find out what hire-to-pay is really costing.
A Trail Map follows one joiner from signed offer to first payslip and documents every handoff, chase and re-entry along the way.