Employee records, time off & reviews

The employee file

Employment details, job history and emergency contacts for each person, on every plan. People keep their own personal details up to date, and a manager sees the files of their own reporting line.

Pay history

A dated record of what each person is paid — nothing is calculated or paid from it. Amounts are encrypted, never shown in a list, and revealed one at a time; every reveal is written to the audit log.

Document vault

Contracts and letters kept on the person’s file, encrypted at rest. Each document carries its own visibility level, so HR decides whether the employee or their manager can see it. Every download is audited.

Date reminders

HR is told when a probation end, a contract end or a right-to-work expiry is coming up, and the person’s manager is told about probation and contract dates. No reminder is sent twice.

When someone leaves

A departure record is written automatically when offboarding removes their access, so turnover can be reported even if nobody fills anything in. HR adds the type, a reason from a fixed list, and whether they could be rehired.

Retention for leavers

Off by default. Set a number of months, and the sensitive parts of a former employee’s file are removed once they have been gone that long. Their job history and departure record are kept.

Goals

People keep their own goals and mark them on track, at risk, done or dropped. Anyone above them in the reporting line can see them, set goals for them and update progress. Reusable goal templates save the retyping.

Review cycles

HR writes the questions and launches a cycle. Each person writes a self review; their manager writes theirs, with an optional 1–5 rating, and chooses when to share it. Colleague feedback and a calibration step, where HR compares ratings before release, are optional per cycle.

Anonymous surveys

Answers are stored with no name and no timestamp, so nobody — HR included — can tie one to a person. Results appear only once the survey is closed and at least five people have answered, with no per-department split.

Review impact check

For a finished cycle, compare how different groups were rated using the four-fifths screen regulators start with. Groups too small to mean anything are not shown. It is a screen, not a finding, and exports as CSV or a signed PDF.

Renewals and trends

Training that has to be redone is assigned again when it expires, with a reminder a week before it is due and once when it is overdue. Run a survey again with the same questions and the answers line up as a trend.

People reports

Headcount, joiners and leavers, turnover and tenure. Counts and averages only, never a list of names — and a group of fewer than three is folded into “Other”, so a report cannot point at one person.

Payroll hand-off file

For any period, one CSV with what a payroll run needs to hear: who joined, who left, whose pay changed, and the approved time off taken. It has its own permission, and every build is audited.

Alongside your HR system

Keep the HR system you have and choose, field by field, which system owns each piece of data. Today BambooHR is the one HR system Zonitix reads from automatically; from any other, HR enters the data by hand.

What it is not

Not payroll: nothing is calculated, taxed or paid, and there is no bank connection. Not benefits administration. Not a course marketplace: Training delivers the courses you write and a small starter library, not a catalogue of third-party content. Your payroll and benefits provider stays where it is.