/hr
📷 Screenshot: The HR Overview dashboard with its stat cards (Total Employees, Active, On Leave, Org Units) and Quick Actions panel — to be added.
Which business am I in?
Hitaji 360 is multi-business. A single login can manage several businesses (legal entities) under one tenant, and HR keeps each one separate:- Employees are held at the tenant level — the person exists once across your whole organisation.
- Employment records (contracts) are held at the business level — each contract ties a person to one specific business, with that business’s pay currency, tax registration, position and reporting line.
X-Business-Id header behind the scenes). Most HR lists, contracts and payroll are filtered to that business. Before you create a contract, run payroll, or allocate leave, confirm the correct business is selected — doing it in the wrong business posts to the wrong people and the wrong books.
The system actively walls off employees you don’t share a business with: if you try to open an employee who has no contract in any business you belong to, the server refuses (a cross-business access check). Platform administrators are the exception (see below).
The employee journey
The module is laid out to follow a person from before they’re hired to after they leave. Each stage has its own area of the guide.1. Recruitment — finding people
Before someone is an employee they are a candidate. You plan headcount, raise a job requisition, post a job opening, collect applicants, interview them, and make an offer. → See Recruitment overview. When an offer is accepted you convert the applicant into an employee.2. Onboarding — bringing them in
A new hire needs forms signed, equipment issued, accounts created and inductions booked. Onboarding turns a checklist (often from a reusable template) into trackable tasks. → See Onboarding and Onboarding templates.3. Employment & contracts — the working relationship
This is the heart of the module. The person (the employee) is given one or more employment records — the contract that says which business they work for, in which position, in which org unit, who they report to, on what terms, in what currency, and where their pay is taxed. → See Adding an employee and Employment records & contracts. Their place in the hierarchy is drawn from Org Structure and visualised on the Org chart.4. Day-to-day — leave, attendance & pay
Once someone is employed, the recurring cycles begin:- Leave & attendance — they request leave against a balance, you approve it, and their presence is recorded. → See Leave overview and Attendance.
- Payroll — each period you run payroll, which produces payslips, deducts statutory contributions (PAYE, NSSF, LST) and any loan repayments, and pays salaries. → See Payroll overview.
5. Performance & growth
Over the longer term you set goals, run appraisal cycles, gather 360° feedback, and reward or promote people. → See Performance overview, Promotions and Transfers.6. Separation — when they leave
Resignation, end of contract, or termination is handled as a structured separation (offboarding), often with an exit interview and a final settlement run through payroll. → See Separation and Exit interviews.The central objects
A handful of records do most of the work in HR. Understanding them makes everything else click.Employee — the person
An employee is the individual human being. It is the record that holds personal information that does not change when they move jobs:
There is one employee record per person, shared across all your businesses.
Employment record (contract) — the posting
An employment record (also called an employment contract) is the relationship between a person and a specific business. A person can have more than one — for example, someone who works for two of your businesses, or who has a past contract that ended and a current one. Each contract carries:Why two records? Splitting the person from the posting means someone can transfer between businesses, change positions, or be re-hired, while their identity, history and self-service login stay intact. Payroll, leave entitlement and statutory deductions all hang off the contract, not the person — so they correctly differ per business.
Org structure — the skeleton
Positions don’t float in space; they sit inside an org structure of units (departments, branches, teams) and positions (job slots) defined by position types (role templates). Reporting lines are defined here, and an employment record points at a position and unit within it. → See Org Structure.The self-service portal — staff helping themselves
Ordinary staff don’t use the admin HR screens. Instead, an employee whose record is linked to a login account gets the My HR portal at/my-hr, where they can see their own profile, payslips and leave balance, apply for leave, and (for managers) see their team. The portal is strictly self-scoped — a person can only ever see their own data.
→ See The self-service portal.
How multi-business isolation works
A quick recap of the rules that keep businesses separate, because they catch people out:- The employee (person) is visible across the tenant, but you can only open one whose contract is in a business you belong to.
- Contracts, leave allocations, payroll runs and payslips are scoped to the business in the switcher.
- Platform administrators (a true platform-level Admin or SuperAdmin role) bypass these scope checks and can see everything — ordinary HR officers cannot. Tenant-scoped admin roles do not get this bypass.
- Switching business with the switcher re-scopes every HR list to the new business.
Where to go next
- New to the screens? Start with Accessing HR — businesses, roles & permissions.
- Setting up for the first time? Build your Org Structure, then add your first employee.
- Just need to do a task? Jump to the relevant area from the HR guide index.