Your HR department. Run by ours.
Payroll that lands correctly on the same date every month. Contracts that survive an audit. Compliance handled before it’s a problem. A helpdesk your employees actually get answers from — all for a per-employee monthly fee.
Everything an HR department does. Minus the department.
Payroll processing
Salary runs, payslips, income-tax withholding, reimbursements, final settlements — accurate, on the same date, every month.
Statutory compliance
EOBI and PESSI/SESSI registration and remittances, income-tax withholding under the Income Tax Ordinance 2001, and provincial labour-law compliance — tracked and filed on schedule.
Contracts & policies
Employment contracts, an employee handbook, and policies written for your reality — kept current as law changes.
Onboarding & offboarding
Documentation, orientation, equipment coordination, and exits with clean paper trails and full settlements.
Attendance & leave
Leave balances, attendance records, and approvals in a clean monthly report — no spreadsheet archaeology.
HR helpdesk
A named HR officer your employees can actually reach — for letters, certificates, questions, and grievances.
Performance cycles
Probation reviews, appraisal cycles, and increment letters — run on calendar, documented properly.
Records & reporting
Digital personnel files and a monthly people report: headcount, attrition, leave, payroll cost.
Advisory on tap
Disciplinary matters, restructuring, tricky exits — handled with documentation that protects you.
Built for the 10-to-200 zone.
Below ten employees, HR is a founder’s side task. Past two hundred, you build in-house. In between sits the zone where most companies live for years — too big for informality, too small to justify an HR manager, an officer, and a payroll specialist on permanent salary.
That’s the zone we run. You get a functioning people operation for a fraction of one HR salary — and for foreign subsidiaries in Pakistan, a local team that already knows the regulatory terrain your head office doesn’t.
Need staff on our payroll instead — outsourced teams, third-party contract staffing, manpower outsourcing? That’s its own practice: Contract Staffing & Manpower Outsourcing.
Week 1 — HR audit
We review contracts, payroll history, registrations, and records. You get a written gap report whether or not you proceed.
Weeks 2–3 — Fix & migrate
Contracts regularised, registrations completed, records digitised, payroll rebuilt in parallel with your current run.
Week 4 — Go live
First Talentcompas payroll run, helpdesk opens, your team gets one number to call.
Monthly — steady state
Payroll on date, filings on schedule, people report in your inbox, quarterly review with your account lead.