Hiring, onboarding, scheduling and development work differently in every business. VYSA builds people systems that follow your reality and connect to the payroll you already trust.
People systems hold the record of who works for you, how they joined, what they are qualified to do and when they are scheduled. In many growing businesses that record is split across a hiring tool, spreadsheets, a scheduling app and a folder of forms.
VYSA designs HR and workforce software around how your teams are organized: sites, shifts, roles, certifications and approval lines. Recruiting, onboarding, training and scheduling share one employee record instead of four.
Payroll, benefits and tax filing stay with established providers. We integrate them so the operational side of people management is yours, and the regulated rails stay with specialists.
Contact details, documents, certifications and pay rates live in separate tools, so nobody is sure which record is current.
New starters wait on equipment, accounts and paperwork because each step depends on someone remembering it.
Shifts are built in spreadsheets that can't see who is certified, available or already over their hours.
Required training is tracked loosely, which becomes a problem the moment a customer or inspector asks for proof.
Candidates move through inboxes and shared drives, so hiring managers lose track and good applicants go quiet.
One record for each person: role, site, documents, certifications and history.
Job openings, applications, interview stages and offers shaped to your hiring process.
Task flows that coordinate HR, IT, managers and the new starter from offer to day one.
Shift planning that respects qualifications, availability, labor rules and site needs.
Assigned courses, certifications and expiry tracking with evidence you can show.
Reviews, goals and check-ins that match how your managers already run them.
Self-service for documents, time off, schedules and personal details.
Headcount, turnover, training compliance and hours, built on one source of truth.
Commodity problems already have excellent answers. We connect them to your system instead of rebuilding them.
Pay runs, tax withholding and filings stay with a specialist payroll service. We send it clean, approved data.
Enrollment and plan management connect to your benefits provider rather than being rebuilt.
Joiners, movers and leavers update access through your identity provider automatically.
Screening runs through an established checking service with results recorded on the candidate.
Offer letters and policies are signed through a proven signature service and stored on the record.
Accounts, equipment and required training are triggered from the offer, not from someone’s memory.
Role, site, documents and pay details are kept in one place that HR, managers and payroll all trust.
Managers build schedules from people who are certified, available and within their hours.
Completion and expiry are tracked per person, so proof is ready when a customer or inspector asks.
The people system is built as an asset of your business. How code, data and infrastructure are handed over is defined in the project agreement before work starts, so it is clear what you hold when the project ends.
Employee data stays in a structure you control and can export. VYSA Care can host, maintain and improve the system, but it is optional. You should stay because VYSA is useful, not because your HR data is hard to move.
No. Payroll, tax filing and benefits stay with established providers. We build the operational system around them and integrate so approved hours and employee changes flow through without re-keying.
Yes. During discovery we map existing employee, training and document records, clean what needs cleaning and test the migration before anyone relies on the new system.
Access is designed role by role from the start, with audit trails on sensitive records. Security and retention requirements are agreed during architecture, before anything is built.
It depends on scope, integrations and how much data moves. After discovery we set out a phased plan, often starting with records and onboarding before scheduling or performance.
Bring the spreadsheets, the workarounds and the tools you rely on. We’ll map what a People & HR built around your operation would include, what to integrate and what to retire.
