HR software built for how Kenyan organisations actually operate.
What to look for in an HR system if your workforce is Kenyan, multi-site, and not entirely desk-based.
Most HR software sold in Kenya was designed somewhere else, for a workforce that sits at desks and is paid monthly. It handles that workforce well. It struggles with the part of the Kenyan labour market that is site-based, engaged daily, spread across branches and paid from attendance — which for many organisations here is the larger and more expensive half. This page is about how to tell the difference before you buy.
The questions worth asking a vendor
Take this list into every demo you sit through, including ours.
Almost every HR system will demo well against a permanent, monthly, single-site workforce. The questions that actually separate them are about the awkward parts of your organisation — so ask those first, not last.
- Can it hold a casual or daily-rate worker on the same platform as a permanent employee? If the answer is a second system, you have just bought a reconciliation problem.
- What happens to a night shift that crosses midnight? If it becomes two partial days, it will eventually be paid twice.
- Can a supervisor at a site approve attendance on a phone? If approval requires a desktop in an office, approval will happen on paper.
- What happens when a worker's statutory identifier is missing? The right answer is that the payment is held and visible — not that the record fails silently or the person drops out of the run.
- Can head office see every site on the same basis? If consolidation means collecting spreadsheets, nothing has changed.
- What, specifically, will integrate with what you already run? Ask for the answer in writing, per system, before you sign.
What makes the Kenyan context different
A mixed workforce is normal
Permanent staff alongside casual, seasonal and contract workers is the standard shape here, not an edge case — and total workforce cost is only answerable if both are on one platform.
Work happens away from a desk
Plants, sites, branches, warehouses and field teams. The person who knows what happened has a phone, not a workstation.
Statutory identifiers matter early
Identity and statutory numbers have to be captured at registration and treated as a visible state, because discovering a gap at payroll is expensive.
Multi-site is the default
Even mid-sized organisations operate across several locations, and each one has quietly built its own process.
Common questions
Yes. It is built by ACCUREX Human Capital Hub Limited, an HR consulting practice based in Nairobi, and it exists because the same workforce problems kept recurring across consulting engagements here.
Yes, on one platform and one worker record. That is the design decision the product is built around, and it is the main thing that distinguishes it from systems designed for a purely desk-based workforce.
KES 200 per active employee per month, with an enterprise option for larger or more complex deployments. See the pricing page for what that includes.
We do, and the implementation is led by HR consultants rather than by a reseller. Data migration, configuration and a parallel cycle are part of it.
Statutory detail on this page reviewed for Kenya. Rates and thresholds change — confirm the current position before relying on it.
See PiPO HRIS around your workforce.
Book a demo and we will walk through the parts relevant to your organisation.