Pay-increase workflow: merit matrix (performance × position in pay band), property budget guardrails, approvals, letter generation, export to payroll/Mudad. We don't run payroll · Owner 2026-10-12 (answers workbook, A-05): stays Deferred; the co-founders will send pay rules after the presentation

Merit matrix proposes a % per employee
arrow_forwardBudget guardrails flag the exceptions
arrow_forwardApprovals, then letters
arrow_forwardExport to the payroll system (we don’t run payroll)

HR · pay-increase workflowMerit cycle 2026 · HousekeepingPerformance × position in pay band · property budget 3.5% of payroll

In cycle

Budget used

3.1%of 3.5%

Pending approvals

Guardrail flags

Merit matrix

Rating	Low in band	Mid band	High in band
Exceeds	6%	5%	3%
Meets	4%	3%	2%
Below	0%	0%	0%

Employee	Rating	Band position	Proposed	Status
Fatima	Exceeds	Low	6%	Dept head approved
Maria	Meets	Mid	3%	HR review
Rajesh	Exceeds	High	3%	Above band max · flagged
Jomar	Meets	Low	4%	GM approved

Guardrail: 0.4% headroom left

Rajesh’s proposal would pass the band maximum; needs GM exception.

After approval

radio_button_unchecked

Letters in AR/EN generated

radio_button_unchecked

Export file for payroll / Mudad

checkApprove 3 and generate letters

Sample screen · synthetic data onlySample

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Other HR features (29)

HR-01Employee profile: dept, role, skills/cross-training, languages, contract type, max hours, certificationsLive
HR-02Availability & preference capture in the staff app: preferred shifts/days off, max hours, fixed commitments, partner/carpool preferencesLive
HR-03AI auto-scheduler: drafts the roster from demand forecast (occupancy, arrivals/departures, HK credits, events, Ramadan) × skills × preferences × labour rules × language/Saudization coverage × labour budget. Manager edits by drag-drop, then publishes to the appLive
HR-04Labour-law & policy rule engine: daily/weekly hour limits (8h/48h, with a 9h/day hotel exception), Ramadan 6h/36h for eligible staff, 30-min break per 5h, max 12h on premises, weekly rest day, 12h rest for night workers + day rotation after 3 months of nights, overtime flags, peak-season caps (10h/60h). All rules are configurable and must be verified with HR/legal (research found conflicting HRSD texts). Privacy: store only a restricted "eligible for Ramadan hours" flag, never religion (PDPL sensitive data) · Owner 2026-10-12 (answers workbook, Q-152): same switch as AI-11Live
HR-05Fairness score for each roster: weekend/night/holiday distribution and preference-satisfaction %, shown to the managerLive
HR-06Shift swaps & open-shift marketplace with manager approval and rule checksLive
HR-07Leave requests, balances, approvals; blackout periods (Hajj, Eid, Riyadh Season) · Owner 2026-10-12 (answers workbook, Q-66): defaults 21 days, 30 after five years; emergency leave deducted from annual up to 3 days a year; per hotelLive
HR-08Excel roster import + rule checker (first release: managers keep Excel and the app flags violations and publishes to phones), then export for payrollLive
HR-09Attendance: clock-in/out via app (QR at staff entrance or geofence) vs. schedule; late/no-show alerts; feeds existing T&A/payroll · Owner 2026-10-12 (answers workbook, Q-79, Q-99): grace 10 minutes (was 5), no-show 30 unless the department head allowed it; staff tap "I will be late" and the department head approves or declines with a recorded OK as proof ("excused by X", never counted as a no-show); optional per-hotel switch, off, that shows minutes late in the attendance export (Q-174 asks what "keep this option" means); Tahiyya never deducts payLive
HR-10Cross-property staff sharing in peaks (borrow trained staff from a sister hotel)Live
HR-11Performance evidence profile: auto-collected from the platform (SLA %, clean/inspection scores, guest compliments by name, attendance, training) + manager reviews + self-reviewLive
HR-12Career ladders per department (e.g. Room Attendant → Senior RA → Supervisor → Asst. Exec Housekeeper) with clear readiness criteria visible to the employeeLive
HR-13Promotion workflow: nomination (by manager or AI "ready" signal) → AI evidence summary → approval chain (Dept Head → HR → GM → corporate if needed) → letter → effective dateLive
HR-15Pay equity & consistency checks (flag outliers by tenure/role/gender/nationality for HR review) · Owner 2026-10-12 (answers workbook, A-05): stays Deferred until the pay rules are decided after the presentationComing soon
HR-16Portfolio talent pool & internal job board: promotions and transfers across all 40+ propertiesLive
HR-17Employee self-service: my schedule, leave balance, documents, HR letter requests (salary certificate, NOC, experience letter)Live
HR-18Document & expiry tracker: iqama, passport, health card, first-aid certificate, contract. Alerts to employee + HRLive
HR-19Digital onboarding: checklist, document collection, uniform/locker, buddy, first-week SOP trainingLive
HR-20Micro-training: 60-sec SOP videos per checklist step in the staff member's language, quizzes, badgesLive
HR-21Recognition & gamification: guest name-mentions credited automatically, clean-score streaks, peer kudosLive
HR-22Pulse surveys & anonymous feedback in staff languages; eNPS by department · Owner 2026-10-12 (answers workbook, Q-78): the HR department head may run pulse surveys and the staff-entrance QRLive
HR-23Staff accommodation & transport: housing allocation, staff-bus schedules tied to shiftsLive
HR-24Saudization/Nitaqat view (shared with COMP-03) · Owner 2026-10-12 (answers workbook, Q-88, Q-87): same as COMP-03Live
HR-25Exports to the client's HRIS/payroll (Jisr, ZenHR, Menaitech, SAP…), which handles Qiwa/Mudad/GOSI. We do not build payrollLive
HR-26Seasonal staffing for Ramadan/Hajj peaks: track temporary staff hired via Ajeer, with permit datesLive
HR-27Job descriptions and hiring kit: a job description per role (AR/EN) that feeds the routine duties (XC-07), a hiring checklist and interview guide, and the new-hire path (HR-19 onboarding, HR-20 micro-training)Live
HR-28Recruitment requests and candidate pipeline (vendor-neutral): the hotel raises a request from the job description (HR-27); the agencies it works with submit candidates through their own login; shortlist, interview, offer, with the hotel's approvals. Any licensed agency can be a supplier; the hotel chooses · Owner 2026-10-12 (answers workbook, Q-81): approvals default to the new hr_manager role plus the GMLive
HR-29Mobilisation tracker for overseas hires: each step with dates and who is waiting on whom — work visa, medical check, home-country emigration clearance (each country has its own), ticket, arrival, iqama, then hand-over to onboarding (HR-19) and documents (HR-18) · Owner 2026-10-12 (answers workbook, Q-81): approvals default to the new hr_manager role plus the GMLive
HR-30Manpower supplier contracts and scorecard: recruitment and outsourced-manpower contracts (rates, replacement guarantee, service levels), time-to-fill, early leavers, cost per hire, outsourced headcount on site; pairs with HR-24 Saudization view · Owner 2026-10-12 (answers workbook, Q-81): approvals default to the new hr_manager role plus the GMLive