HR software for CFOs
Workforce cost is usually the biggest line you cannot see clearly. PeopleDeck consolidates payroll across entities and locations into one cost and compliance view, with an audit trail under every number.
What CFOs get from PeopleDeck
One system for attendance, leave, onboarding and payroll, with PF, ESI, professional tax and TDS applied to every payslip and upload-ready return files generated from the run. Priced per employee, per month, so it fits before you have scale.
Built around your month
- ✓ Workforce cost consolidated across entities and locations
- ✓ Statutory exposure visible per entity — PF, ESI, PT, TDS applied and evidenced
- ✓ Audit-ready reporting with who-changed-what history on every figure
- ✓ PF, ESI, PT and TDS applied to every payslip, with upload-ready files, never filed on your behalf
- ✓ Employee self-service for payslips, Form 16 data and leave balances
Your month, week by week
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1
One workforce-cost picture
Salary spend consolidates across entities and locations into a single view (trend, mix and outliers) built from the runs themselves rather than a quarterly assembly exercise.
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2
Exposure, evidenced
Each entity's statutory position, which is what was applied, what was generated, what awaits filing, is visible with its trail. The compliance question stops being 'are we fine?' and becomes a report.
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3
Decisions with an audit trail
Grid revisions, incentive pools and restructures enter as effect-dated changes with owners. When the board asks who approved what, the answer is a record, not a recollection.
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4
Diligence-ready by default
Investor and lender diligence packs (headcount, cost, compliance evidence) export from live records. The data room's HR folder writes itself.
What this looks like in practice
Concretely: a three-entity group's CFO reads Monday's consolidated cost view, notices one entity's overtime trending 18% up, and drills to the site roster behind it: one click, not one meeting. At the next diligence, the HR data room exports in an afternoon. The value is not the report; it is never again being surprised by your own payroll. A quarter later the same view catches the reverse case, a site whose headcount fell but whose cost did not, traceable to legacy allowances that survived the exits. Neither insight required a project; both were sitting in runs that previously nobody could read across entities.
Built for you if
- ✓ You oversee payroll across multiple entities or locations
- ✓ Workforce cost is your largest opaque line
- ✓ Diligence, audits and board reporting keep landing on HR data that needs assembly
Not the fit if
- ✕ You want treasury or payment execution inside the tool; it prepares, your banking executes
- ✕ You want it to make pay decisions; it evidences them; humans make them
Mechanism deep-dives: the payroll engine · attendance & leave · self-service
Ninety days in
Ninety days in, the reporting rhythm inverts. The first month is inheritance; you get the same numbers you always got, except now you can drill from any figure to its basis, which quietly retires the follow-up-question email chain. The second month, the pack builds itself: workforce cost by entity and trend lands as a standing report rather than a request to HR, and the first variance you catch early, an overtime drift, a contractor line growing faster than revenue — pays for the quarter. By the third month the compliance posture has become a dashboard fact rather than an annual discovery: what was applied, what was generated, what awaits filing, per entity, with trails. The strategic dividend is optionality — when a board question, a lender covenant check or an acquisition conversation arrives, the answer is an export, and the organisation that answers in hours reads very differently from the one that answers in weeks. None of this required a transformation programme; it required payroll producing evidence instead of consuming explanations, month after month, until the questions changed. The board pack's payroll section, once a request with a lead time, becomes a standing page that is simply current.
Where PeopleDeck stops, deliberately
The tool's restraint is part of its value at your altitude. It evidences decisions without making them: no algorithmic scoring of people, no automated pay determinations, nothing a regulator or a board would ask you to defend as machine judgment. It prepares statutory files across entities and files none — authority stays with each establishment, which is the governance posture your auditors expect. And it stops at the ledger's edge: reconciliation-ready outputs, but posting and treasury remain in the systems built for them. What you get is a payroll layer that behaves like good internal control (complete records, clear authority, no surprises) rather than another system whose outputs need explaining.
A different seat at the table?
Running a school or college? Staff payroll belongs inside your ERP: SchoolDeck staff payroll or CampusAlly payroll.
Frequently asked questions
We run three entities; can costs consolidate?
Yes, each entity runs its own compliant payroll, and reporting consolidates cost, headcount and statutory exposure across all of them.
Is the audit trail complete enough for statutory audit?
Every change to pay, structure or attendance is logged with who, when and what — auditors read the trail instead of interviewing the team.
How is PeopleDeck priced?
A single per-employee monthly rate in rupees, with the full platform included. Joiners add to the bill when they join; settled leavers stop counting when they leave.
Does PeopleDeck file PF and ESI returns?
No, and that boundary is intentional: the engine computes the contributions and builds portal-ready files, while the actual uploads and payments are acts you or your CA perform and sign off.
Can entities keep separate statutory identities?
Yes, each entity computes and files under its own registrations; only the reporting consolidates, which is exactly the structure auditors expect.
What lands in an investor data room?
Headcount and cost trends, salary registers, statutory contribution evidence and settlement records — exported per period from the live system.
What does the board actually see from this?
Whatever you choose to surface: consolidated workforce cost and trend, per-entity compliance status with evidence, attrition and headcount movements — pulled from live runs, so the pack's numbers survive questioning.
How does this reduce our audit fees or effort?
Auditors sample faster when evidence is organised: registers, trails and files export per period on request, so the payroll section of the audit shrinks from weeks of PBC back-and-forth to a day of review.
Your month, minus the spreadsheets.
Per employee, per month: attendance to upload-ready returns.
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