One workforce platform. From hire to payroll, performance and frontline operations.
PiPO HRIS connects your people, processes and workforce data in one configurable platform — helping HR, Finance and Operations manage employees, payroll, attendance, performance and complex workforce operations with greater control.
Built for office, branch, field, shift and frontline teams.
Workforce Overview
All entities · updated 08:42 EAT
Built for organisations managing
Your workforce has changed. Has your HR system?
Most organisations no longer employ one kind of person — and very few HR systems were built for that.
Everything you need to run your workforce.
PiPO HRIS connects the systems and processes that sit behind your workforce — from hiring and employee records to payroll, performance, employee service and workforce reporting.
One workforce data layerCapture once. Use across the process.
Find, onboard and activate the right people.
Move candidates from application to productive employee through one connected process — so the person you hired becomes the employee record you manage, without re-keying anything.
- Job posting
- Applicant tracking
- Shortlisting
- Assessments & interviews
- Background verification
- Offers & contracts
Job→Applicant→Shortlist→Interview→Offer→Employee record
Explore Recruitment & OnboardingProduction Supervisor · Plant 2 · requisition open 12 days
One trusted workforce record.
Employee information, contracts, documents, organisation structures, shifts, attendance and leave held in one place — with role-based access deciding who sees and changes what.
- Employee records
- Contracts & documents
- Shift management
- Attendance
- Leave & off-days
- Policy, assets, offboarding
Employee record→Shift→Attendance→Leave→Payroll input
Explore Core HREMP1042 · Production Supervisor · Plant 2 · HQ Nairobi
Turn workforce data into accurate payroll.
Attendance is regularised first, adjustments are captured as structured inputs, and the run goes to a supervisor for approval before anything is released. Every step is on the record.
- Payroll input adjustments
- Additions, overtime, deductions
- Attendance regularisation
- Supervisor approval
- Muster roll & payslips
- Payroll reporting
Attendance→Adjustments→Calculate→Approval→Muster roll→Paid
Explore PayrollBranch: HQ — Nairobi · Working period: September 2026
Connect performance to business priorities.
Company objectives cascade to departments and individuals, get weighted honestly, and end in an appraisal both the employee and the manager complete — then feed development plans and reward decisions.
- Company objectives
- Departmental objectives
- Individual objectives & KPIs
- Employee & manager appraisal
- Performance improvement plans
- Rewards & promotions
Company→Department→Individual→Review→Appraisal→Reward
Explore Performance ManagementA. Kimani · cycle 2026 · manager stage
Make HR easier to reach.
Announcements reach the workforce through the employee portal rather than a notice board, and requests, disciplinary matters and grievances are raised as tickets that are owned, tracked and closed on the record.
- Announcements
- Employee self-service
- HR requests & tickets
- Disciplinary & grievances
- Employee surveys Roadmap
- Recognition Roadmap
Announcement→Employee portal→Request→Ticket→Resolution
Explore Employee ExperienceRaised from the employee portal · routed by category
Attendance regularisation closes on the 25th. Supervisors to approve timesheets before end of day.
Turn workforce data into decisions.
Because the data is captured properly at source, leadership sees headcount, attendance, payroll, labour cost and workforce trends while there is still time to act — not reconstructed by hand three weeks after the month closed.
- Company summary dashboard
- Headcount by department
- Attendance & leave analytics
- Payroll reporting
- Labour cost analytics Roadmap
- Workforce trends Roadmap
Captured at source→Dashboards→Reports→Exceptions→Decisions
Explore People Analytics01/09/2026 – 30/09/2026 · all branches
One employee. One workforce record. Every stage connected.
PiPO HRIS gives HR, Finance, Operations, managers and employees a shared workforce environment instead of disconnected systems and spreadsheets.
Built for every workforce you manage
Your frontline workforce deserves better than spreadsheets.
PiPO HRIS digitises the operational workforce journey — from worker registration and deployment to attendance, approvals, payroll and workforce cost visibility.
One system of record for requests, register, attendance, pay and compliance
From engagement to remittance, on one worker record.
Capture once. Use across the workforce process.Register
Create one digital workforce record from engagement.
- Worker profile & role
- National ID, KRA PIN
- NSSF, SHA, payout number
- Documents complete or flagged
Deploy
Know where each worker belongs and who is responsible.
- Location & site
- Role and daily rate
- Crew or team
- Request reference
Track
Capture who reported, when, and the time recorded.
- Shift in and out
- Day or night shift
- Hours and overtime
- Ordinary, rest or holiday day
Approve
Put accountability where the work happens.
- Shift correction on the record
- Exceptions surfaced
- Overtime review
- Every change in the audit log
Pay
Turn verified activity into controlled payment.
- Earned at the rate on the day
- Held where papers are missing
- Statutory deductions applied
- Payment file exported
Analyse
Give HR, Finance and Operations the same picture.
- Labour cost by site
- Statutory position by month
- Filing extracts
- Client billing
One worker record One attendance ledger One statutory position One audit log
From clock-in to payroll.
One verified workforce record.
PiPO HRIS gives organisations a stronger digital foundation for managing operational workforces across sites, shifts and teams — and the same build is delivered to every client.
Book a DemoScreens shown are representative of the PiPO HRIS frontline workspace. Figures are illustrative and do not represent a specific client.
Built for the people who run your organisation.
The same workforce record answers a different question for each function. Everyone works from one set of numbers — and sees the part of it their job actually needs.
Stop rebuilding the headcount every time someone asks for it.
Employee records, contracts, leave and documents sit in one place, so the answer to "how many people do we have" does not depend on which spreadsheet you opened.
- One employee record from offer letter to exit
- Leave balances that reconcile with payroll
- Contract and document expiry surfaced before it lapses
- Requests that follow an approval path, not an email thread
Know the payroll number before payroll day.
Labour cost builds from attendance and approved inputs as the period runs, so finance is reviewing a figure it can trace rather than receiving one it has to trust.
- Labour cost by department, branch and site
- Overtime and allowances tied to approved attendance
- Statutory deductions calculated within the run
- Payroll journal prepared for the finance system
The question finance actually asks: why is this month higher than last month — and who approved it?
See who actually turned up, by site, today.
Attendance, shift coverage and deployment across branches and sites — captured where the work happens rather than reconstructed at month end.
- Attendance and coverage by site and shift
- Exceptions surfaced, not searched for
- Supervisor approvals that carry into payroll
- Frontline teams visible from head office
A workforce position you can take into a board meeting.
Headcount, labour cost and performance from the records that produced them — available while the period is still open, not four weeks after it closed.
- Headcount and workforce cost trends over time
- Cost and capacity compared across business units
- Performance cycle progress at a glance
- Figures traceable back to the underlying record
And for everyone else, it should just be quick.
Managers and employees do not need a reporting suite. They need the two or three things their week actually depends on.
- Approve leave and overtime for their own team
- See who is in, who is out and who is due back
- Run their part of the performance cycle
- Apply for leave and check the balance
- Open payslips without asking HR
- Keep their own details and documents current
Different views. One source of truth.
From workforce data to workforce intelligence.
PiPO HRIS brings workforce information together so leaders can see headcount, attendance, payroll, labour cost, performance and workforce trends from a clearer management perspective.
Total workforce at month end
642 people across 6 locations
Workforce cost against the people behind it
Beyond raw clock-in records
Rating bands, current cycle
Surfaced from the record, not searched for across reports
Dashboard shown is representative of PiPO HRIS reporting. Figures are illustrative and do not represent a specific client.
Your workforce should be visible
before the monthly report.
Connected workforce data gives decision-makers access to relevant information while it can still influence the decision.
Reports tell you what happened. Workforce intelligence helps you see what needs attention.
Built to fit your operating environment.
No two organisations run exactly the same way, and most already have finance and operations systems in place. PiPO HRIS is structured around how your business works — and built to sit alongside what it already runs.
Around the way your organisation works.
Reporting lines, workforce categories, approval paths and payroll rules are set up around your approved operating model — not a fixed template.
- Structure — business units, departments, branches, sites and reporting lines.
- Workforce — the employment categories your organisation actually uses.
- Workflows — approval paths built around the people accountable for the decision.
- Rules — relevant attendance, payroll and workforce-process requirements.
- Access — roles and permissions appropriate to each user.
To the systems you already run.
Capture workforce information once, then move it where the business needs it — so finance is not re-keying figures from an HR spreadsheet.
- Biometric & attendance — time captured at the door becomes part of the payroll record.
- ERP & finance — labour cost prepared for the general ledger in a reviewable form.
- Business applications — workforce data shared with the tools your teams already use.
- APIs & custom integration — scoped during implementation, then configured and tested.
Technology succeeds when implementation reflects the reality of the organisation.
Technology backed by real HR expertise.
PiPO HRIS implementation combines technology configuration with practical HR, payroll and workforce understanding — helping organisations move from existing processes to a structured digital environment with greater confidence.
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01
Discover
Understand the workforce, organisational structure, current systems, pain points and implementation priorities.
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02
Map
Translate current processes into an agreed future-state operating model.
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03
Configure
Set up PiPO HRIS around approved structures, workflows, roles and relevant business rules.
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04
Migrate
Prepare, validate and move the workforce information included within the agreed migration scope.
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05
Test
Validate workflows, permissions, data and outputs before launch.
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06
Train
Prepare administrators, managers and employees to use the platform effectively within their roles.
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07
Go live
Move the approved PiPO HRIS environment into active use through a controlled transition.
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08
Support
Provide post-go-live support to stabilise usage and strengthen adoption.
HR technology built by people who understand how HR actually works.
Implementation decisions are made by people who have run payroll cycles, handled attendance disputes, managed casual workforces and defended a headcount figure in a board meeting. That experience is what turns a configured system into one an organisation can actually operate.
PiPO HRIS is supported by the practical HR and workforce-management expertise of ACCUREX, bringing real-world understanding of HR processes, payroll, performance and workforce operations into implementation.
- HR operations
- Payroll
- Workforce management
- Performance
- Employee relations
- HR process design
You do not have to figure out the implementation alone.
Our implementation approach guides the organisation from discovery through configuration, testing, training and go-live — with clear scope, responsibilities, milestones and sign-off points at each stage.
Prefer to see the platform first? Book a Demo →Implementation scope, timelines and migration requirements are agreed based on organisational complexity and the PiPO HRIS capabilities selected.
Successful workforce technology requires more than functionality. It requires trust.
Built for workforce information that matters.
PiPO HRIS is designed with controlled access, structured user permissions and responsible workforce-data management in mind — helping organisations protect sensitive employee and payroll information while giving authorised users the access they need.
Security starts with knowing who should see what.
Workforce records hold salary, identity, performance and disciplinary information. Most exposure in HR systems is not a breach from outside — it is the wrong person inside the organisation opening the wrong record.
The right people should see the right information — and no more.
Organisations running their workforce on PiPO HRIS
Sensitive workforce information deserves deliberate access control.
Support beyond go-live. Implementation does not end when users first log in. Support helps organisations stabilise usage, resolve issues and strengthen adoption.
Tell us what your IT, HR and finance teams need to be satisfied about — access, permissions, data handling — and we will answer it directly rather than pointing you at a badge.
Ready to see how PiPO HRIS could work for your organisation?
Ready to see PiPO HRIS around your workforce?
Tell us how your organisation operates and what you would like to improve. We'll tailor the conversation around the PiPO HRIS capabilities most relevant to your workforce.
- Tailored to your workforceSee the parts of PiPO HRIS relevant to your structure and priorities.
- Product-ledExplore how the platform supports real HR and workforce processes.
- PracticalDiscuss implementation, integrations and next steps where relevant.
That did not send. Please email hello@pipohris.io or call +254 715 767 676 and we will pick it up from there.
Your PiPO HRIS conversation starts here.
Thank you for requesting a demo. Our team will use the information you provided to prepare for the conversation and will contact you about the next step.
One workforce platform.
Built around the way your organisation works.
People · Payroll · Performance · Workforce operations