One employee record, from offer letter to exit.
One employee record, from offer letter to exit — and everything else in the platform reading from it.
Core HR is the part of the platform everything else depends on. If the employee record is incomplete, out of date or duplicated, then payroll, leave, performance and analytics are all downstream of a problem. PiPO HRIS Core HR holds one record per person, tracks the history of how it changed, keeps the documents attached to it, and makes incompleteness a visible state rather than something discovered later by whichever process needed the missing field.
The record, and the history of the record
A personnel file is not a snapshot. Knowing what someone's role and pay grade are today is useful; knowing what they were in March, and who changed them, is what makes the file defensible. Core HR keeps both.
- Personal details, contacts and next of kin
- Employment history — role, grade, department, site, manager
- Contracts, documents and their expiry
- Statutory identifiers, with gaps flagged on the record
- Every change dated and attributed
What Core HR covers
The foundation the rest of the platform reads from — which is why getting it right during implementation matters more than any single feature in it.
The person
- Personal and contact details
- Next of kin and emergency contacts
- Identification and statutory numbers
- Bank and payment details
The employment
- Role, grade and department
- Reporting line and site
- Contract type and dates
- Movements, promotions and transfers
The organisation
- Entities, departments and units
- Reporting structure
- Approval chains that follow the structure
- Positions and establishment
The file
- Documents attached to the record
- Expiry tracking on documents
- Completeness visible per record
- Change history and audit trail
Every workforce number an executive ever asks for
is a question about this record.
Headcount, cost, turnover, coverage, compliance — none of them can be answered faster than the employee record can be trusted.
Why it matters downstream
Common questions
Yes, and it is a defined stage of implementation rather than an afterthought. Data is cleaned and de-duplicated first, and gaps are surfaced before loading so they are fixed rather than inherited.
It is configured to match your entities, departments, sites and reporting lines. Approval chains and reporting follow that structure, so a reorganisation does not require development work.
Access follows role and scope — a line manager sees their team, a site HR administrator sees their site, and access rules are configured during implementation. Changes to records are logged.
Yes. They are different engagement types on the same platform, which is what makes total workforce headcount and cost answerable in one place.
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Related reading
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