Hr·22·Work & people
People, built in.
Not bolted on.
Headcount, onboarding, leave, performance, comp, documents and the org chart — first-party, on the same database as scheduling and the time clock. One record per person from the first offer to the last day, and no fourth HR tool to keep in agreement with the other three.
Included in Growth and above·14-day trial
- New hires this week
- 3
- Leave pending approval
- 2
- Reviews mid-flight
- 5
01/The directory
Every person, every role, every status. Searchable.
A live directory with department, manager, location and lifecycle status. Filter to who is onboarding, who is on leave, who is up for review. Open anyone and the whole record is already there — comp, performance, documents, time — because none of it lives somewhere else.
- All42
- Active37
- Onboarding3
- On leave2
- PSactive
Priya Sharma
Cellar Tech·Production·reports to Sarah Park
- LVonboarding
Leo Vargas
Tasting Room Lead·Retail·reports to Marcus Lee
- MTon leave
Mei Tanaka
Logistics Coordinator·Ops·reports to Sarah Park
- ESactive
Eva Stein
Brand Manager·Marketing·reports to Aisha Khan
- RCactive
Reese Cole
Sommelier·Retail·reports to Marcus Lee
open anyone · comp, performance, documents, time · one record
02/Onboarding and exit
Hires don't fall through the cracks. Departures don't leave loose ends.
A new hire runs through offer, paperwork, IT, training and a buddy introduction. A departure runs through knowledge transfer, equipment return, access revocation and final pay. Every step routes itself to the right person, and every flow is one you can open and edit — add a step today and it is live for the next hire.
03/Leave
Time off, requested, approved, and already on the calendar.
People ask from the same app they punch into. Managers approve from the inbox. Balances update on their own, the calendar shows who is out when, and the hours and leave that payroll needs are sitting on the same rows — nothing is re-keyed.
Shifts, the time clock and timesheets live in WorkforceEva Stein
5 days · pending
Leo Vargas
1 day · approved
Mei Tanaka
92 days · active
Reese Cole
2 days · approved
- Pending
- 2
- Approved · upcoming
- 8
- Out today
- 1
04/Performance
Self-assessment, manager review, calibration. No spreadsheet.
Define the cycle, the ratings and the competencies once. Self-assessments and manager reviews move through their stages; calibration mode shows leaders the distribution and lets them compare side by side. When the cycle closes, the history stays attached to the person, not to a file someone has to find.
05/The org chart
One reporting structure. Always current.
Built from manager assignments, so it is never a drawing someone has to update. A reorg is a few drags. Spans of control, layer counts and open roles surface inline, and a snapshot for the board is a share, not an export.
Priya Sharma
Cellar Tech·L3
$62,40062% through band · within band
Eva Stein
Brand Manager·L4
$88,00048% through band · within band
Reese Cole
Sommelier·L2
$41,000below band · flagged
Year 1 cliff cleared·next cliff on the calendar
merit cycle inline · every change logged · history travels with the person
06/Comp and equity
Bands, equity, merit cycles. One view, audit-ready.
Define the bands, place people in them, and see at a glance who sits outside their range. Track equity grants, vesting schedules and cliff dates. Run merit cycles inline. Comp history travels with the person — every change dated and attributed, ready for the audit before anyone asks.
07/Documents
Offer letters, contracts, signed policies. Attached, and searchable.
E-sign offer letters and renewals without leaving the record. Keep handbooks with a version history and capture each acknowledgment. Every document is tied to the person and the date it was signed — clean for an audit, easy for the person running HR.
The same envelopes as Contracts- signed
Offer letter · Priya Sharma
e-signed
- complete
I-9 · Leo Vargas
form
- current
PTO policy 2026
handbook · v3
- draft
Discipline notice · stage 1
memo
- pending
Employment contract · Mei Tanaka
renewal · e-sign
PTO policy 2026 · version history
- v1·Jan 2024first issue
- v2·Mar 2025carry-over rule
- v3·Jan 202640 of 42 acknowledged
08/One database
The same people, everywhere they appear.
A person in HR is the same row the shift schedule reads, the same row the time clock punches, the same row an offer letter is signed against, the same row the headcount report counts. Nothing syncs, because nothing is separate.
- 01
Shared database with everything else
HR sees the same people as scheduling, the time clock and the org chart. No re-keying. No two lists that disagree about who works here.
- 02
Flow engine, not hard-coded steps
Onboarding, exit, performance — every multi-step process is a flow you can open and edit. Change a step today; the change is live tomorrow.
- 03
Audit-ready from day one
Every approval, signature, status change and document version is logged. Pull the complete history for any person in seconds.
HR that doesn't fight you on hire eleven
Grow.
Most HR tools shine at five people and break at fifty. Relmz HR is built for both — from the day you make your first offer to the day the team crosses a hundred. Fourteen days free, no card.