HR & talent
Connect recruitment, onboarding, documents, performance and development around each employee. Keep benefits, compensation decisions and departure tasks with the people responsible for following them through.
Explore HRHR, time & payroll in Australia
People, time and pay. In Australia. And overseas.
Payrovia brings HR, timekeeping and global payroll together for your business in Australia and its overseas subsidiaries. One employee record connects your people, with local payroll in each country and visibility across the group.
Local teams and overseas subsidiaries. One platform.
One employee record
Every stage of working life. Connected.
Hiring, development, everyday work and the final handover. Keep the employee's history together, so each team has the context to act.
- 01Joining
A good start, with the details ready.
Bring the offer, contract, documents and first-day tasks together. Your local HR and payroll teams start with the same employee information.
Book a demo ↗ - 02Everyday work
The working day, in one place.
Give people a place for time records, leave and payslips. Managers see requests in the context of the person's employment.
Book a demo ↗ - 03Growing
Keep progress part of the conversation.
Connect goals, feedback, development and compensation decisions. Give every manager a fuller view of the person behind the next review.
Book a demo ↗ - 04Moving on
Finish with the same care you started.
Coordinate the handover, equipment, documents and final-pay preparation. Keep the people responsible clear about what is complete and what needs review.
Book a demo ↗
Local teams and overseas subsidiaries. One platform.
HR & talent ↗Illustrative product concepts with fictional details.
The Payrovia platform
Connect your Australian team from roster to review.
Bring recruitment, development and employee support alongside rosters and monthly payroll preparation. Define your local rollout around the actual working arrangements, employee groups and review responsibilities in your business.
Time & leave
Review rosters, clock events, timesheets and leave alongside the employee record. Keep approved inputs ready for payroll, with award-specific interpretation and pay treatment confirmed separately.
Explore timekeepingLocal payroll
Prepare monthly PAYG, super and supported pay adjustments within the Australian beta scope. Confirm bank handoffs, separate ATO lodgement and super payment processes before rollout.
Explore local payrollEmployee experience
Give employees a place for requests, documents, available payslips and goals. Managers follow approvals and team development with the same employee context available.
Explore employee servicesLocal payroll. Global oversight.
Your Australian business. Your overseas subsidiaries.
Run your Australian company and overseas subsidiaries on the same platform. Each entity keeps its local payroll requirements, while HR and finance share employee records and review consolidated payroll costs. Start with one company and add countries as your business grows.
Book a demo ↗
See where payroll stands across your companies.
Review headcount, payroll cost, pay dates and open approvals.
Screens from Payrovia · Bell Global demo data · English interface
- Local payroll by company and country.
- Consolidated payroll costs across your group.
- One employee record, with access by responsibility.
Australian working arrangements
The same hours can need a different review.
An Australian roster sits within an employment context: the person's role, employment type and any applicable award or agreement. Payroll also needs the actual time worked and the decisions behind changes. Keep those details connected, so a manager's roster change reaches the reviewer with more than a total number of hours.
A shift change carries pay context
Evening, weekend or public-holiday work can raise different pay questions. The applicable award, agreement or other arrangement determines the treatment. Retain the changed roster and actual attendance, then give the responsible reviewer enough context to check the earnings before they enter a final pay result.
A new role may need a fresh assessment
An employee taking on more responsibility needs a development conversation as well as a pay decision. Their duties and applicable classification should be reviewed by the responsible team. Keep the job change, agreed compensation and supporting documents together so the reasoning survives the handover.
Super and reporting continue beyond calculation
Calculating pay and super does not complete lodgement or get a contribution to a fund. Your team needs visible responsibilities for reviewing the figures, using its reporting channel and following the payment process. Make those handoffs part of the rollout, with owners who know what remains to be done.
From a roster decision to a pay review
Follow the working arrangement through.
Select a practical Australian situation, then trace the HR, attendance and payroll steps.
Example workflow
A colleague takes a different shift
An Australian service team changes a weekend roster to cover an absence. The manager needs a workable shift plan, and payroll needs the actual hours and applicable employment context reviewed before preparing the period's earnings.
- HR
Keep the employment context accessible
Maintain the employee's role, agreed pay and relevant employment documents. Record any question about the applicable arrangement for the team responsible for reviewing it.
- Time
Compare the roster with the work
Review the shift swap, clock records and timesheet. Resolve differences with the manager so payroll receives the hours that were actually worked and approved.
- Pay
Check the applicable earnings
Use the reviewed time and agreed payroll settings to prepare the period. Have the responsible reviewer confirm any required penalties or allowances within the approved scope.
What changesThe shift change has a clear working-time record and an identified pay review, helping the employee understand how the extra cover was treated.
Example workflow
A developing team member steps into a bigger role
A business gives an experienced colleague new supervisory duties. The manager wants to build their capability, while HR reviews the employment terms and payroll prepares the approved pay change for the relevant period.
- HR
Connect the duties and development plan
Retain review feedback, the revised role and approved compensation together. Assign the employment-classification review and agree practical development steps with the employee and manager.
- Time
Confirm the new working pattern
Review rosters, leave and time records around the transition. Keep any shift or attendance correction visible before preparing the affected payroll period.
- Pay
Review the change in earnings
Prepare the approved salary adjustment and inspect PAYG and super components. Compare the period's breakdown with the employee's previous result before approval.
What changesThe employee's progress is supported by a development plan, while the business retains the role and compensation decisions behind the new pay.
Example workflow
Close employment with a considered handover
An employee leaves an Australian operation after a period of changing rosters. HR needs the leaving date and documents settled, while payroll needs the final time, leave and earnings information reviewed for the applicable circumstances.
- HR
Prepare the departure record
Confirm the leaving date, relevant documents and outstanding HR requests. Assign final checks so the employee and the responsible managers know what still needs attention.
- Time
Resolve the closing time records
Review the last roster, attendance and leave balances. Confirm outstanding corrections with the manager before the final-pay preparation uses the period's inputs.
- Pay
Inspect the final-pay components
Prepare supported termination and separation amounts for review. Check the employee's circumstances and applicable leave treatment, then agree the separate reporting and payment steps.
What changesThe final calculation has a traceable employment history, and the team can distinguish completing the pay review from finishing every external handoff.
People behind the shifts
Give every new responsibility a path forward.
Rostered work should not crowd out an employee's future. Keep recruitment, feedback, development and requests with the person's record so managers can discuss progress as readily as they discuss the next shift.
Ready for the first shift
Follow recruitment and offers into onboarding. Assign documents, equipment and early check-ins, while collecting local payroll information such as TFN details and super fund nominations through the agreed setup.
A plan after the performance conversation
Set goals and retain feedback alongside development plans. Managers can explain salary recommendations and keep agreed actions visible as a colleague grows into a different role.
Questions with a responsible person
Employees can access pay information and raise HR requests. Keep the discussion and resolution together so a question about a shift, benefit or employment document reaches the right owner.
Explore the HR workspace
More than a name in a directory.
Follow the decisions behind a hire, a review, a pay recommendation and an everyday request. The employee record carries the context between teams.
01 / Hire & onboard
Turn an accepted offer into a prepared first day.
Keep the vacancy, interviews and offer together. Carry the new colleague into onboarding, with documents, equipment and tasks assigned to the right people.
↳
Explore the detail ↗
The hiring decision becomes the start of the employee record.
payrovia↗
Hiring workspace
Australia
Interview4
Offer2
Joining1
- ✓Employment documentsComplete
- ✓Equipment requestComplete
- ○Manager welcomeOpen
One hire. A shared plan for HR, the manager and the new colleague.
02 / Develop your team
Make development part of the working year.
Connect goals, regular feedback, review cycles and development plans. Give the next manager the history behind a person's progress, with appropriate access.
↳
Explore the detail ↗
A review leads to a useful next step, with an owner and follow-up.
payrovia↗
Performance & development
Australia
AU
Employee record · 0142
Example employee
For review
Build the team playbook
75%
Coach a new colleague
50%
◷
Next conversation
Career check-in
24 Sept
Goals, review history and future opportunities stay connected.
03 / Reward fairly
Bring pay and benefits into the same conversation.
Review salary recommendations alongside budgets, employee history and benefit choices. Record the approval before the change reaches the relevant payroll period.
↳
Explore the detail ↗
HR and finance can explain what changed, when and why.
payrovia↗
Compensation review
Australia
AU
Employee record · 0142
Example employee
For review
Current
AUD 4,000
→
Proposed
AUD 4,400
Effective date
1 Oct
For review
- ○Budget review
- ○Manager recommendation
- ○Payroll handover
Illustrative recommendation. No salary change is submitted by this screen.
04 / Support employees
Give every employee question a place to go.
Connect HR requests, documents and employee services to the person. Keep a clear owner, status and response history so a question survives a departmental handover.
↳
Explore the detail ↗
The employee sees progress. HR sees the context needed to respond.
payrovia↗
Employee service desk
Australia
AU
Employee record · 0142
Example employee
For review
Request
Owner
Status
Employment document
People team
Complete
Leave question
Line manager
Open
Benefit change
Benefits team
Open
Access follows the role. Sensitive case details stay with authorised people.
Illustrative product screens · fictional records and amounts
Useful to everyone
One place for the everyday questions.
Make the employee record part of daily work. Employees, managers and HR participate through the information and actions relevant to their role.
01
For employees
Employees request leave, find documents, read available payslips and follow goals, with everyday HR questions connected to their employee record.
payrovia↗
Employee workspace
Australia
◎
A clear place for everyday work.
- ◷Leave request↗
- ▤Published payslip↗
- ↗Employment documents↗
02
For managers
Managers review requests, approve relevant changes and follow team goals, with employee history available when a decision needs more context.
payrovia↗
Manager workspace
Australia
◎
The information behind the next decision.
- ◷Team requests3
- ▤Time corrections2
- ↗Development conversations4
Illustrative product screens · fictional records and amounts
Australia payroll detail
Prepare the figures with a clear boundary around delivery.
Australia's beta scope includes monthly payroll, employee records, timekeeping and leave. Review your required worker types, awards or agreements, pay frequency and outputs before deciding how the local process will operate.
Explore payrollPAYG and super preparation
Prepare PAYG withholding and Super Guarantee amounts with employee and employer details available. Review the calculation inputs and fund nomination information; super remittance is handled outside the system.
Rosters and approved time
Manage schedules, clock events, timesheets, shift swaps and leave approvals. Keep the approved record available for payroll review, with award-specific interpretation and required pay treatment confirmed separately.
Changes and payslips
Prepare supported bonuses, retroactive adjustments and final-pay components. Publish itemised payslips with PAYG and super detail, retaining the earnings breakdown used for employee and finance review.
Bank files and reporting packages
Prepare ABA payment files and STP Phase 2 pay-event packages. Bank acceptance, authorised upload and manual reporting handoffs need confirmation; package preparation does not itself complete bank processing or ATO lodgement.
Inside the payroll review
See what changes pay. And why.
Choose a situation. Follow the source information into an illustrated payslip, then see the checks before release. Local treatment stays with the country and employee.
payrovia↗
Australia payroll detail
Australia
An approved hour has a place on the payslip.
Compare time with the roster and the approved request. Keep the earning separate so payroll and the employee can follow its source.
The approved time record
AU
Example employee
Australia · 0142
- Recorded time
- 8 additional hours
- Manager decision
- Time approved
- Payroll input
- Additional earning
02 / Payroll preview
For review
Example employee
Illustrative pay period · AUD
- Basic pay
- AUD 4,000
- Additional earnings
- AUD 200
- Gross pay
- AUD 4,200
- Employee tax / contributions
- AUD -500
Net pay
AUD 3,700
Employer costs · separate from net payAUD 280
- 01
Check the hours and supporting request.
- 02
Review the applicable local treatment.
- 03
Approve the payroll version before release.
What this means for your team
PAYG and super preparation
Prepare PAYG withholding and Super Guarantee amounts with employee and employer details available. Review the calculation inputs and fund nomination information; super remittance is handled outside the system.
A pay rise starts with the right effective date.
Carry an approved salary change from HR into the right period. Retain the earlier amount and the explanation behind the difference.
The HR pay change
AU
Example employee
Australia · 0142
- Previous pay
- AUD 4,000
- Revised pay
- AUD 4,400
- Effective date
- Start of this example period
02 / Payroll preview
For review
Example employee
Illustrative pay period · AUD
- Basic pay
- AUD 4,400
- Gross pay
- AUD 4,400
- Employee tax / contributions
- AUD -500
Net pay
AUD 3,900
Employer costs · separate from net payAUD 280
- 01
Confirm the approved employee change.
- 02
Check dates, proration and any earlier periods.
- 03
Explain the variance before finalising.
What this means for your team
Rosters and approved time
Manage schedules, clock events, timesheets, shift swaps and leave approvals. Keep the approved record available for payroll review, with award-specific interpretation and required pay treatment confirmed separately.
Explain take-home pay, line by line.
Review employee deductions individually. Keep the employer's costs separate, with the approved basis for any repayment visible.
The employee's local setup
AU
Example employee
Australia · 0142
- Payroll country
- Australia
- Employee details
- Current record
- Repayment instruction
- Approved schedule
02 / Payroll preview
For review
Example employee
Illustrative pay period · AUD
- Basic pay
- AUD 4,000
- Additional earnings
- AUD 200
- Gross pay
- AUD 4,200
- Employee tax / contributions
- AUD -500
- Approved repayment
- AUD -100
Net pay
AUD 3,600
Employer costs · separate from net payAUD 280
- 01
Review tax and contribution inputs.
- 02
Check the authorised deduction or repayment.
- 03
Reconcile balances and employer costs separately.
What this means for your team
Changes and payslips
Prepare supported bonuses, retroactive adjustments and final-pay components. Publish itemised payslips with PAYG and super detail, retaining the earnings breakdown used for employee and finance review.
The last payslip needs a fuller review.
Bring leaving dates, remaining pay and applicable settlement items together. Keep clearance, calculation approval and payment responsibilities distinct.
The departure record
AU
Example employee
Australia · 0142
- Employment change
- Leaving date recorded
- Pay treatment
- Partial period in this example
- Handover
- Final items for review
02 / Payroll preview
For review
Example employee
Illustrative pay period · AUD
- Basic pay
- AUD 2,000
- Additional earnings
- AUD 200
- Gross pay
- AUD 2,200
- Employee tax / contributions
- AUD -300
Net pay
AUD 1,900
Employer costs · separate from net payAUD 280
- 01
Confirm dates and locally applicable amounts.
- 02
Review leave and outstanding obligations.
- 03
Authorise settlement and follow the payment outcome.
What this means for your team
Bank files and reporting packages
Prepare ABA payment files and STP Phase 2 pay-event packages. Bank acceptance, authorised upload and manual reporting handoffs need confirmation; package preparation does not itself complete bank processing or ATO lodgement.
Teaching example only. These are not statutory rates, a quotation or a live payroll calculation. Pay frequency, tax, contributions and final-pay treatment must be confirmed locally.
EOR arrangements
Bill centrally. Manage people locally.
Payrovia's central operating tools can organise agreements with your own employing entities or separately contracted providers. Keep Australian assignments, available costs and agreed fees in view alongside client access. Local payroll connections, statutory-cost coverage and automatic reconciliation require confirmation. The software supports the arrangement; it does not make Payrovia the employing entity or determine local employment obligations.
01 / The agreement
Agree the terms. Connect every assignment.
Define the client, employing entity or provider, countries, fees and responsibilities. Connect each person to the arrangement under which they work.
↳
Book a demo ↗
Maintain the client, provider and assignment records centrally.
payrovia↗
Client agreement
Australia
AU
EOR-028
For review
Client agreement
- Client
- Example client
- Local operation
- Australia
- Employment arrangement
- Your entity or agreed provider
- Billing terms
- Agreed service fee
The agreement names the parties and responsibilities; software does not become the legal employer.
02 / Local people
Keep local employment close to the person.
Bring HR records, leave, benefits and payroll coordination into the assignment. Give clients access to the information and approvals you have explicitly agreed.
↳
Book a demo ↗
Review agreed cost components and fees before client billing.
payrovia↗
Worker assignment
Australia
AU
EOR-028
For review
Worker assignment
- Employee
- Example employee
- Client agreement
- Linked to the agreement
- Local payroll currency
- AUD
- Client access
- Configured by role
Local payroll connections and employer-cost coverage are confirmed for your arrangement.
03 / Central billing
Make the central bill easy to explain.
Review employment costs, agreed fees and adjustments by client and period. Keep the supporting assignment detail beside the draft invoice.
↳
Book a demo ↗
Confirm Australian tasks and approval access within the local scope.
payrovia↗
Central client invoice
Australia
↗
INV-024
For review
Central client invoice
- Employment costsCosts for the example period
- USD 12,000
- Service fee · example 10%Example commercial terms
- USD 1,200
- Approved expensesSeparately identified
- USD 300
- Draft totalFor finance review
- USD 13,500
Illustrative USD invoice, not Payrovia pricing. FX evidence, tax, credits and settlement need their own review.
Illustrative EOR workflow. Availability of local connections and automated reconciliation is confirmed separately.
Why teams choose Payrovia
Depth in every part. One connected business.
HR that goes beyond a directory.
Recruitment, onboarding, performance, development, succession, compensation, benefits and employee services—around the same record.
Payroll with the history behind it.
Connect employee changes, approved time and leave to local payroll review. Give reviewers the information behind the result.
A local team. An international group.
Run one company or connect overseas subsidiaries. Keep local payroll requirements visible while finance reviews the wider business.
Choose your next step with Payrovia.
Explore the product and detailed features, review pricing and security, or see how implementation works. Book a demo to discuss your people, countries and first rollout.
Questions from Australian employers
Does Payrovia automatically interpret every modern award?
No universal award interpretation is claimed. The product supports employee records, scheduling, timekeeping and payroll preparation, but your applicable award or agreement, classifications, penalties and allowances must be scoped and validated. Bring representative ordinary, weekend and changed-shift cases so the review uses your actual working arrangements.
What does the Australian beta scope include?
Monthly payroll, employee onboarding, PAYG and super calculations, leave, timekeeping, payslips and supported special-pay preparation are implemented. Beta means your required scope must be assessed before rollout. Confirm pay frequency, worker types, calculation cases and the reporting and payment handoffs; do not assume every Australian workflow is complete.
Can Payrovia lodge STP and send super contributions automatically?
STP Phase 2 pay-event packages can be prepared, but no live ATO transmission channel is connected. Lodgement uses a separately arranged manual process with confirmation recorded by the operator. STP finalisation, the payment-summary lifecycle and SuperStream messaging or fund payments are not implemented; those steps need an external process.
Can we use our Australian bank's direct-entry process?
ABA file preparation and return-file reconciliation are available for review, subject to your bank's required format and acceptance. An authorised person still uploads and funds the payment through the agreed process. Confirm the bank setup and exception handling before live use; generated files do not confirm payment to employees.
A walkthrough for your business
See the work you could bring together.
Tell us about your local team and any overseas subsidiaries. We'll focus the demonstration on the HR, timekeeping and payroll work you want to improve.
- Start with your people and priorities.
- See the relevant local and global workflows.
- Discuss scope, implementation and next steps.