HRIS for Hong Kong SMEs: from spreadsheets to a real HR system.

Moving the things that currently live in spreadsheets and email into one system: employee records and contracts, leave and attendance, payroll inputs, and the statutory paperwork — MPF or ORSO contributions and the IR56 series. The work is as much about agreeing how your processes should run as it is about the software.

With your requirements, not with software. We map how people are hired, paid, and leave today, write down what has to be true for Hong Kong compliance, and only then decide what the system has to do. Cleaning up employee data is usually the step that takes longest, so we start it early.

It is cleaned, mapped and migrated. We agree a cut-off, move historical records across, and run the first cycle alongside your existing process so you can compare the numbers before relying on the system.

We scope and quote after a short call, based on headcount, how many modules you need, and the state of your current records. The first consultation is complimentary.

It depends on headcount, how many modules go live at once, and how tidy your current records are. A small team moving payroll and leave first is a much shorter project than a full roll-out across every module — we give you a timeline after scoping.

Yes — it is the part we care most about. The system has to handle MPF or ORSO contributions, the IR56B / IR56E / IR56F / IR56G filings, statutory holidays and the Employment Ordinance as they actually apply in Hong Kong. The same expertise sits behind our Payroll Outsourcing service.