Payroll processing and salary registers
Process monthly wages and salaries from approved attendance inputs, preparing itemised pay registers and disbursement summaries.
HR & Payroll Outsourcing
Group5 Security provides HR administration and payroll processing support for offices, factories, warehouses and multi-site businesses. Each assignment defines the attendance inputs, monthly payroll cycle, statutory records and operational contacts for your workforce.
SERVICE SCOPE
What our HR and payroll service covers
Reliable workforce administration depends on verified attendance inputs, accurate monthly calculations and timely record-keeping. Processing responsibilities, cut-off schedules and approval workflows are set out before onboarding.
Attendance, shift and leave consolidation
Compile site attendance sheets, shift schedules, overtime approvals and leave balances ahead of each payroll cut-off.
Employee onboarding and personnel records
Maintain structured joining documentation, identity verification files, role assignments and exit handover records.
Statutory contribution and register support
Prepare applicable PF, ESI and labour-welfare schedules, contribution statements and statutory registers for your review.
Payslips and workforce query handling
Issue itemised employee payslips and settlement statements, and handle routine salary or attendance queries through agreed channels.
Multi-site MIS and audit coordination
Provide consolidated headcount summaries, cost-centre breakdowns and supporting registers for finance and compliance reviews.
Attendance consolidation, payroll processing and HR documentation belong to the HR and payroll scope. Manpower outsourcing, facility management and security guarding can be coordinated alongside or scoped separately.
PREMISES WE SUPPORT
HR and payroll support tailored to your premises
A corporate office with salaried staff has different attendance and payroll routines from a multi-shift manufacturing plant or a distributed logistics network. The service workflow reflects how your teams are deployed and paid.
Offices and corporate workplaces
Monthly payroll cycles, onboarding documentation, leave tracking and payslip distribution for corporate and administrative teams.
Monthly payroll · Onboarding files
Factories and industrial plants
Shift-roster attendance consolidation, overtime calculations, wage registers and statutory compliance documentation for plant workforces.
Shift rosters · Wage registers
Warehouses and logistics networks
Multi-location attendance tracking, hub-wise headcount reporting, joiner-leaver administration and cycle-aligned disbursements.
Multi-site rosters · Headcount logs
Residential and institutional estates
Monthly wage processing, attendance tracking and HR record administration for estate maintenance teams and site support staff.
Support staff · Attendance logs
PEOPLE AND OVERSIGHT
HR coordinator preparation and data handling
Accurate payroll and workforce records require trained coordinators who follow strict cut-off schedules and confidentiality practices. Discuss the processing workflow and verification requirements for your organisation with our team.
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Screening and confidentiality
Recruitment screening, identity verification and antecedent checks are carried out for coordinators handling workforce and payroll records.
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Process and cut-off briefing
Coordinators are briefed on your salary structure, attendance cut-off dates, approval matrices and statutory reporting formats before go-live.
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Controlled data handling
Role-based access to employee files, two-stage verification checks and documented sign-offs protect accuracy each cycle.
Outsourced on-site manpower, technical staffing and combined facility or security deployments are reviewed separately against site requirements and applicable authorisations.
PLANNING THE SERVICE
From workforce brief to monthly processing
Headcount categories, attendance inputs, pay structures and commercial terms are reviewed before the first processing cycle is confirmed. Here is how to prepare for that discussion.
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Share the workforce brief
Tell us your locations, approximate headcount, employee categories, payroll cycle dates and proposed start month.
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Define the processing scope
Agree on attendance collection formats, salary components, statutory registers, approval stages and reporting outputs.
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Review the proposal
Consider processing responsibilities, staffing or coordination terms, inclusions, exclusions and commercial conditions.
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Coordinate onboarding
Confirm employee data handover, cut-off calendars, designated approvers and the first live payroll cycle.
HR AND PAYROLL SERVICE COSTS
A quotation based on your workforce scope
The quotation considers your active headcount, number of operating locations and required administration or compliance support. It makes service inclusions, employer responsibilities, exclusions and commercial terms clear.
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Headcount and locations
Total employees covered, employee categories and number of sites or states.
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Cycles and shift complexity
Monthly cut-off schedules, shift patterns, overtime rules and attendance sources.
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Administration and registers
Onboarding files, wage registers, payslips, MIS reports and query coordination.
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Onboarding and data setup
Initial employee data setup, pay-structure mapping and workflow induction.
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Statutory costs and taxes
Applicable statutory employment costs, compliance obligations and taxes.
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Duration and commercial terms
Contract duration, service inclusions, exclusions and commercial conditions.
Share your locations, approximate headcount, payroll frequency and required support to begin.
QUESTIONS AND ANSWERS
Before you arrange HR and payroll outsourcing
Understand how attendance inputs, payroll calculations, statutory records and combined staffing support are scoped and included in your enquiry.
Ask our team
What HR and payroll activities can Group5 support?
Group5 supports attendance and leave consolidation, monthly wage and salary calculations, pay register preparation, payslip generation, employee onboarding and exit documentation, statutory contribution schedules and monthly MIS reporting under the agreed scope.
Can HR and payroll administration be combined with manpower outsourcing?
Yes. You can engage Group5 for standalone payroll and HR administration or combine it with general and technical manpower outsourcing, housekeeping, facility management and security services under one coordinated agreement.
How are monthly attendance, shift and leave inputs collected?
Before go-live, we agree on the attendance format, cut-off dates and authorised site approvers. Attendance data from biometric exports, site registers or supervisor sheets is verified and reconciled before draft salary registers are prepared.
How do you handle PF, ESI and labour-compliance documentation?
Where included in the service scope, our team prepares monthly contribution schedules, wage registers and supporting compliance records for client review and filing in line with applicable operating-area requirements.
What verification controls, reports and review routines are maintained?
Every cycle includes draft register sign-offs, headcount reconciliations, variance checks and agreed MIS outputs. GPS-based tracking applies only at selected sites where it is deployed. Monthly Customer Service Manager reviews apply only when included in the service agreement.
Can Group5 support multi-location workforces across India?
Group5 is based in New Delhi, with branches and operations across India. Share your site locations and headcount distribution so our team can confirm service coverage and the relevant operating-area documentation.
Can you share licences and statutory registration documents?
Yes. Current licences for the applicable operating area, together with relevant statutory registration and insurance details where applicable, can be shared for review. Request the documents relevant to your proposed engagement.
How are HR and payroll outsourcing charges calculated?
The quotation considers active headcount, number of locations, attendance and shift complexity, required onboarding and statutory registers, initial setup, applicable statutory employment costs, taxes and contract duration. Review its inclusions and exclusions when comparing proposals.
How soon can an HR and payroll engagement go live?
The go-live cycle is confirmed after reviewing your employee headcount, employee records readiness, pay-structure mapping and mobilisation timeline. Include your target payroll month in the enquiry so that the team can plan onboarding.
What should I include when requesting an HR and payroll proposal?
Share your contact details, operating locations, approximate employee headcount, whether you require standalone payroll administration or deployed manpower as well, and your target start date.
Let’s discuss HR and payroll support for your workforce.
Tell us about your locations, the headcount to be supported and the payroll or administration scope you have in mind. Our team will discuss the next steps with you.