For hotels, restaurant groups, cafes and catering operations: demand shaped rosters, split shifts, tip and service charge distribution, fast onboarding for high turnover roles and payroll across every outlet.
Same day
Onboarding to first shift
Documents, bank details and compliance captured on a phone in minutes rather than a week of paperwork.
60%
Less time on weekly rosters
Demand templates and repeated patterns replace the weekly rebuild in every outlet.
Transparent
Tip and service charge shares
Distribution rules applied consistently, visible to staff on their payslip.
One cycle
For every outlet
Multi outlet, multi state payroll runs together with correct statutory treatment per location.
The reality on the ground
Every conversation with a people team in this sector surfaces the same handful of failures. Here is what they look like and what they cost.
Each outlet manager builds next week's roster in a spreadsheet or on paper, guessing demand from experience. Sunday brunch is understaffed, Tuesday lunch has three people too many, and nobody compares the roster to what actually happened.
Cost of leaving it: Labour cost that drifts above target while service quality still suffers at peaks.
A new steward joins on Friday. Their forms, identity documents and bank details are collected on paper, sent to head office the following week, and entered eventually. Some people leave before their record exists in any system.
Cost of leaving it: Unpaid or wrongly paid first salaries, compliance gaps, and a terrible first impression.
The pool is distributed by a formula that only the outlet manager fully understands, adjusted occasionally for reasons nobody records. Staff compare notes, conclude the split is unfair, and trust erodes quietly.
Cost of leaving it: Attrition in exactly the roles that are hardest to replace.
Staff work a lunch service, break for three hours, and return for dinner. The attendance record shows one long day or two unrelated entries depending on who filled it in, and overtime is calculated from whichever version reaches payroll.
Cost of leaving it: Overtime overpayment in some outlets, wage disputes in others.
Capability deep dive
Same platform, sector specific defaults. Each capability below arrives preconfigured, so your team edits rather than builds.
A day in the life
Software only sticks when the person using it saves time on their own work. These are the three roles that make or break adoption here.
Runs service with the right people on the floor at the right cost.
Weekly
Publishes the roster from a demand template, adjusting for a large booking.
Daily
Sees who has punched in and fills a no show from available staff.
Daily
Watches labour cost percentage against target while the week is still changeable.
On joining
Onboards a new steward on a phone in under ten minutes.
Compares outlets and controls labour cost across the group.
Weekly
Reviews rostered against actual labour cost by outlet and day part.
Monthly
Reviews turnover by outlet and role, focusing on short tenure exits.
Monthly
Confirms payroll and tip distribution ran correctly across all outlets.
Seasonally
Plans peak season staffing from last year's demand and cost data.
Wants clarity on shifts, tips and pay.
Any time
Sees the published roster and requests a swap from a phone.
Shift
Punches in at the outlet kiosk or by mobile geofence.
Pay day
Sees basic pay, overtime and tip share itemised on the payslip.
As needed
Requests leave and views balance without asking the manager.
Compliance and audit
Attendance and duty records
Digital attendance per outlet with correction trail, including split shifts and late night duties.
Minimum wages by state
Applicable schedule per outlet location applied in payroll with evidence retained.
Overtime and rest days
Overtime hours and weekly rest day compliance reportable per employee and outlet.
Service charge distribution evidence
Pool amount, distribution rule and per employee share retained per period.
Provident fund and state insurance
Contributions computed and filed for eligible staff across all outlets.
Young worker and document checks
Age and identity documents captured at onboarding and retained per employee.
End to end workflow
One record per person, from the day they join to the day they leave. No spreadsheet handoffs in between.
Stage 1
Onboarding
Mobile capture of documents, bank and statutory details, completed before the first shift ends.
Stage 2
Roster
Demand shaped roster published per outlet with required roles per day part.
Stage 3
Service
Punches captured at kiosk or mobile, split shifts and breaks recorded correctly.
Stage 4
Adjustments
Swaps, no shows and overtime approved by the outlet manager during the week.
Stage 5
Period close
Attendance finalised, tip pool distributed by rule, overtime computed.
Stage 6
Payroll
Multi outlet payroll run with statutory deductions and bank files generated.
Integrations and hardware
No rip and replace. HRMione sits alongside the systems and devices already on your floor.
Time capture
Finance and revenue
Operations
Rollout plan
A dedicated onboarding lead runs this with you. Nothing here needs your engineering team.
Week one
Outlets and people
Outlets, roles, employees and wage structures loaded per location.
Week two
Rosters and attendance live
Two outlets rostering from demand templates with kiosk or mobile punching in use.
Week four
Tips and labour cost
Tip distribution rules and labour cost reporting validated against last month.
Day ninety
Group wide
All outlets live, payroll migrated and turnover reporting in routine use.
Commercial fit
Most groups start with two outlets on rostering and mobile onboarding, since onboarding speed shows value in the first week, then roll out outlet by outlet.
Typical headcount
Hotels, restaurant groups, cafe chains and catering operators from 80 to 10000 staff across many outlets.
Indicative spend
Priced per active employee per month, billed annually. Seasonal staff count only for the months they are active.
Modules in the standard bundle
Case study
Situation
Rosters were rebuilt weekly on paper in each outlet with labour cost reviewed only after month end. Onboarding paperwork took a week to reach head office, and service charge distribution was a recurring source of complaints.
What we did
Demand templates were configured per outlet and day part, mobile onboarding replaced paper forms, and service charge distribution rules were centralised with per employee shares shown on payslips.
Result
Two things changed the mood on the floor. People can see how their tip share was worked out, and a new joiner is set up before service finishes.
Straight answers
Our staff turnover is very high. Is per employee pricing workable?
Seasonal and short tenure staff count only for months in which they are active, so you are not paying for people who left in March for the rest of the year.
Many of our staff have no email address.
None is required. Onboarding, roster viewing and payslips work from a phone number, and outlet kiosks cover anyone without a usable phone.
Our tip distribution rules differ by outlet and are politically sensitive.
Rules are configured per outlet with role factors and hours weighting, and any manual override requires a recorded reason. Sensitivity usually reduces once the calculation is visible.
Will split shifts be paid as overtime by mistake?
No. A split shift is recorded as one duty with defined break periods, so overtime is computed from actual worked time rather than the gap between first and last punch.
We operate in several states with different wage rules.
Outlet location drives the minimum wage schedule and professional tax treatment, so one payroll run covers all outlets with the correct statutory treatment each.
Software Solutions
FAQ
Keep exploring
Thirty minutes, your own scenarios, a live sandbox already loaded with a workforce that looks like yours.
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