HR and payroll that hold up across every entity, state and pay cycle.
Procor HRMS runs core HR, attendance, leave, payroll and exits on a single employee record, with PF, ESI, professional tax and TDS calculated inside the pay run. Built for companies operating across multiple states and legal entities in India.
See it on your own policies
Payroll distribution
September 2026 cycle
₹54.82 Cr
Net disbursed to 1,248 employees
Live activity
Streaming- AS 09:02
Ananya S. clocked in
Gurugram office
- RK 08:57
Rohan K. leave approved
3 days of casual leave
- 08:40
Payslips published
September cycle, all entities
- MI 08:31
Meera I. filed a travel claim
₹4,850 awaiting approval
Onboarding Complete: 12 New Members 🎉
Documents verified, assets assigned
100+
companies live on the platform
10,000+
users across those companies
Since 2018
running payroll in India
Pan India
professional tax handled
Eleven modules. One employee record.
Deploy all eleven or start with payroll and attendance. Every module writes to the same record, so an approved leave updates attendance, attendance feeds payroll, and an exit closes out assets and settlement without anyone re-entering data.
Workforce Core
The records, time and equipment every other process depends on.
Core HR
A single verified employee record that every module reads from, so data is entered once and trusted everywhere.
Attendance
Shift schedules, clock-ins and overtime captured as they happen and passed straight to payroll.
Leave
Policy-driven balances that accrue, carry forward and route for approval without manual tracking.
Assets
Every laptop, phone and access card tracked from issue to return, with custody tied to the employee.
Talent & Growth
Hiring, first days and performance, connected from requisition to review.
Recruitment
Raise requisitions for new headcount or replacements and move every candidate through one shared pipeline.
Onboarding
A signed offer triggers documents, asset requests and day-one tasks, so new joiners are productive from their first login.
Offer signed
7 days before
Documents verified
3 days before
Assets issued
1 day before
Day-one plan
Today
Performance
Goals and review cycles that connect individual work to company objectives, with ratings ready for appraisal.
Finance & Operations
Pay, claims, exits and employee service, reconciled against the same data.
Payroll
Run compliant payroll in a single cycle, with statutory deductions and variable pay calculated alongside attendance, leave and claims.
Reimbursement & Expenses
Claims with receipts move through approval and settle in the next pay run automatically.
Offboarding
Resignations, clearances, asset recovery and full-and-final settlement closed out in one tracked workflow.
Helpdesk
Employees raise HR queries or find answers in the FAQ, and every ticket is tracked through to resolution.
Compliance is not a module bolted on afterwards.
Procor has been running payroll in India since 2018, and Procor HRMS is the platform our own compliance team works in. Statutory deductions are calculated in the same run that produces the payslip, professional tax is handled across all states, and Form 16 is generated in-house from the same data.
Statutory summary, one pay run
Sample view- Provident fundECR ready
- ESI contributionEligible employees flagged
- Professional taxState-wise slabs applied
- TDSDeclarations and proofs linked
Switching is the hard part. We plan for that.
Most HRMS decisions stall on migration risk, not features. Here is the sequence we run with your team, scoped to your headcount and how ready your data is.
See the full implementation plan- Step one
Configure and migrate
We map your entities, policies, pay structures and leave rules, then migrate master data and balances.
- Step two
Verify before you commit
Migrated data and calculations are checked against your existing system, and differences are explained before anyone signs off.
- Step three
Go live and hand over
Employees get self-service, your team gets training, and a named contact stays with you after cutover.
Questions buyers actually ask
If yours is not here, ask it directly and you will get a straight answer, not a brochure.
Talk to our teamWhat does implementation involve, and what do we have to do?
We map your entities, pay structures, leave policies and approval chains, configure them, migrate your master data and balances, and train your team before the first live run. Your side supplies master data, policy documents and one decision-maker per area. Timelines are scoped per client, because they depend on the size of your workforce and how ready your data is.
How do you make sure the migrated data is right?
Employee master, salary structures, leave balances, loan and advance records and year-to-date figures are migrated and then validated against your existing system before anything goes live, so differences are found and explained rather than discovered in a pay run.
Which statutory deductions and returns do you handle?
Provident fund, ESI, professional tax and TDS are calculated in the pay run, with challans, returns and statutory registers produced from the same data. Professional tax is handled for every state, Form 16 is generated in-house, and gratuity and bonus are calculated on the same record. Exactly which filings we submit on your behalf is set in your contract.
Where is our data hosted, and who can see salary information?
Procor HRMS runs on AWS infrastructure hosted in India, with daily backups. Access is controlled by role. Salary and identity fields are hidden unless a role has an explicit grant, and every change is written to an audit trail with user, timestamp and previous value.
What happens if a pay run is wrong?
Pay runs lock only after maker-checker approval. Before lock, inputs are corrected and the run recalculated. After lock, corrections are processed as adjustments in the next cycle, with the full history retained.
Can we keep our existing attendance devices?
In most cases yes. Biometric devices that export punch data on a schedule or expose an API can be connected, so you do not need to replace hardware to change platforms.
How do you handle group companies with different policies?
Each legal entity carries its own statutory settings, leave policies, pay structures and approval chains while sharing one employee database, so transfers between entities do not create duplicate records.
What does support look like after go-live?
You keep a named contact from the delivery team. Employees raise queries through the in-product helpdesk, and your HR team escalates through the same channel with tracked resolution times.