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 the United States
HR and payroll. In the US. And overseas.
Payrovia brings HR, timekeeping and global payroll together for your business in the US 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 people across states and teams.
Bring hiring, employee development and everyday support together with work-state information and payroll review. Give distributed US teams a shared place to understand each employment change.
Time & leave
Review working time, leave and approved changes alongside employee records. Keep the work location and applicable company policies in view when preparing payroll inputs.
Explore timekeepingLocal payroll
Prepare federal and state payroll components with approved earnings and employee information. Agree jurisdiction coverage, reporting outputs and external payment responsibilities before your first cycle.
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 US business. Your overseas subsidiaries.
Run your US 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.
A team across state lines
A home address is only part of the story.
US payroll draws on federal withholding information, state context and the employee's actual working arrangements. Meanwhile, managers are hiring, developing people and responding to changes in their lives. Give those decisions a place in the employment record, with clear review responsibilities when the next pay period arrives.
A move needs a proper handoff
A change of residence and a change of work location are not always the same event. State and local obligations depend on the circumstances. Keep work state, residence, locality and relevant allocations available for review instead of assuming an address update settles the payroll question.
Different pay calendars meet one workforce
A business may pay hourly staff weekly and salaried colleagues on another schedule. Hours, benefits and compensation changes still need the right period. A shared employee history helps reviewers understand which decision belongs in which run, without rebuilding the same information for each calendar.
Benefits changes deserve an explanation
An updated withholding election, retirement deduction or eligible benefit can change take-home pay even when salary is unchanged. Employees need an answer they can follow. Retain the approved change and the relevant payroll detail so HR and payroll can discuss the same result.
US teams in motion
Follow the change, from conversation to payroll.
Three common situations show how people decisions and payroll review can stay connected.
Example workflow
A valued colleague changes where they work
A remote employee tells their manager they will work from another state. HR needs the effective date and employment context; payroll needs the work and residence information reviewed before the affected pay period is prepared.
- HR
Record what has actually changed
Keep the employee's location information, agreed working arrangement and related documents together. Assign any unresolved question to the person responsible for reviewing the move.
- Time
Check the relevant working period
Review time records and the period covered by the change. Confirm the work-state allocation inputs with the responsible reviewer before payroll uses them.
- Pay
Review federal and state treatment
Prepare withholding using maintained W-4 and state information. Review the applicable allocation and local scope, then inspect the employee's result before approving the run.
What changesThe manager's conversation becomes a reviewable payroll change, and the employee can ask questions without retelling the whole story to a different department.
Example workflow
A new role comes with new choices
An employee earns a promotion and changes a retirement or eligible benefit deduction. The manager wants to recognize progress, while HR and payroll need the approved salary and deduction information applied to the right cycle.
- HR
Connect growth with compensation
Keep performance feedback, the new responsibilities and the approved salary decision together. Retain the employee's benefit information and agree the next development priorities.
- Time
Review the period around the move
Check attendance and leave information for the relevant pay window. Resolve any exception before it becomes an unexplained difference in the employee's earnings.
- Pay
Explain gross pay and deductions
Review the salary change alongside supported 401(k) or Section 125 deductions. Compare the itemized result with the prior period and the approved inputs.
What changesThe promotion has a career record as well as a pay effect, and the employee can understand why take-home pay changed.
Example workflow
A new hire joins a weekly-paid team
A growing US business hires an hourly employee into a weekly payroll group. The first week includes a longer working day and an onboarding question. The manager and payroll reviewer need a shared picture before the first payday.
- HR
Prepare the person's starting record
Follow the accepted offer into onboarding tasks and employee documents. Confirm the approved pay, work-state details, withholding information and the correct pay frequency.
- Time
Use the hours actually worked
Review clock events and overtime status against the relevant policy. Resolve missing or disputed time with the manager before preparing the weekly run.
- Pay
Review the first period carefully
Prepare weekly payroll with the applicable federal and state deductions. Make the digital payslip available through the agreed process and retain the first-cycle explanation.
What changesThe new employee starts with a clear record, while HR and payroll can trace the first payslip back to the offer and working time.
People across locations
Make a distributed team feel connected.
A shared record should help people grow, not simply keep their payroll details current. Bring hiring, feedback, benefits and everyday support together so a manager can follow an employee's progress across locations and roles.
A consistent welcome
Track hiring stages, interviews and offers into onboarding. Assign documents, equipment and first-week tasks so remote and on-site colleagues can see what needs to happen before work begins.
Progress beyond the annual review
Keep goals, one-to-one notes and development plans available between meetings. Use that history when considering an internal move, salary recommendation or the employee's next stretch assignment.
An answer with the history attached
Employees can find pay information, manage benefits and raise HR requests. Give questions an owner so an explanation about a deduction or employment change survives the departmental handoff.
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
United States
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
United States
US
Employee record · 0142
Example employee
For review
Build the team playbook
75%
Coach a new colleague
50%
◷
Next conversation
Career check-in
Sep 24
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
United States
US
Employee record · 0142
Example employee
For review
Current
USD 4,000
→
Proposed
USD 4,400
Effective date
Oct 1
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
United States
US
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
United States
◎
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
United States
◎
The information behind the next decision.
- ◷Team requests3
- ▤Time corrections2
- ↗Development conversations4
Illustrative product screens · fictional records and amounts
US payroll detail
Different states and schedules. A consistent review.
Prepare the employee groups and pay periods your business uses, with local scope agreed before rollout. Keep earnings, withholding and employer costs traceable to the records reviewed by your people and payroll teams.
Explore payrollFederal and state withholding
Work with W-4-based federal withholding, state-aware calculations and multistate allocation inputs. Review work state, residence and locality requirements for the specific jurisdictions in your rollout.
Payroll taxes and deductions
Prepare FICA, federal and state unemployment components, and supported retirement or benefit deductions. Keep employee amounts and employer costs available with year-to-date payroll information.
Pay frequencies and special pay
Support weekly, biweekly, semimonthly and monthly pay windows. Review bonus treatment, termination payments and applicable leave payouts with the employee's history and relevant state requirements.
Reporting preparation
Prepare supported federal and state reporting information, including Forms 941, 940 and W-2. Confirm the required jurisdiction, form version, transmission route and acceptance responsibilities before operational use.
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↗
US payroll detail
United States
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
US
Example employee
United States · 0142
- Recorded time
- 8 additional hours
- Manager decision
- Time approved
- Payroll input
- Additional earning
02 / Payroll preview
For review
Example employee
Illustrative pay period · USD
- Basic pay
- USD 4,000
- Additional earnings
- USD 200
- Gross pay
- USD 4,200
- Employee tax / contributions
- USD -500
Net pay
USD 3,700
Employer costs · separate from net payUSD 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
Federal and state withholding
Work with W-4-based federal withholding, state-aware calculations and multistate allocation inputs. Review work state, residence and locality requirements for the specific jurisdictions in your rollout.
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
US
Example employee
United States · 0142
- Previous pay
- USD 4,000
- Revised pay
- USD 4,400
- Effective date
- Start of this example period
02 / Payroll preview
For review
Example employee
Illustrative pay period · USD
- Basic pay
- USD 4,400
- Gross pay
- USD 4,400
- Employee tax / contributions
- USD -500
Net pay
USD 3,900
Employer costs · separate from net payUSD 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
Payroll taxes and deductions
Prepare FICA, federal and state unemployment components, and supported retirement or benefit deductions. Keep employee amounts and employer costs available with year-to-date payroll information.
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
US
Example employee
United States · 0142
- Payroll country
- United States
- Employee details
- Current record
- Repayment instruction
- Approved schedule
02 / Payroll preview
For review
Example employee
Illustrative pay period · USD
- Basic pay
- USD 4,000
- Additional earnings
- USD 200
- Gross pay
- USD 4,200
- Employee tax / contributions
- USD -500
- Approved repayment
- USD -100
Net pay
USD 3,600
Employer costs · separate from net payUSD 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
Pay frequencies and special pay
Support weekly, biweekly, semimonthly and monthly pay windows. Review bonus treatment, termination payments and applicable leave payouts with the employee's history and relevant state requirements.
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
US
Example employee
United States · 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 · USD
- Basic pay
- USD 2,000
- Additional earnings
- USD 200
- Gross pay
- USD 2,200
- Employee tax / contributions
- USD -300
Net pay
USD 1,900
Employer costs · separate from net payUSD 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
Reporting preparation
Prepare supported federal and state reporting information, including Forms 941, 940 and W-2. Confirm the required jurisdiction, form version, transmission route and acceptance responsibilities before operational use.
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.
Use Payrovia's central agreement and billing tools to coordinate your own employing entities or separately contracted providers. Review worker assignments, agreed fees and client access together. US payroll connections, employer-cost coverage and automated reconciliation require separate confirmation. Payrovia supplies operating software; the legal employer and each party's responsibilities remain defined by your arrangement.
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 ↗
Connect clients, agreements and worker assignments.
payrovia↗
Client agreement
United States
US
EOR-028
For review
Client agreement
- Client
- Example client
- Local operation
- United States
- 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 assignment costs and fees before issuing invoices.
payrovia↗
Worker assignment
United States
US
EOR-028
For review
Worker assignment
- Employee
- Example employee
- Client agreement
- Linked to the agreement
- Local payroll currency
- USD
- 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 ↗
Set client access to the relevant people and billing records.
payrovia↗
Central client invoice
United States
↗
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 US employers
Does multistate support cover every state and local rule?
State-aware withholding and multistate allocation are available, but coverage must be confirmed for your actual work states, resident states and localities. Bring the locations and worker types in your rollout, including remote-work changes. We review the required calculations, registrations and reporting routes without treating all jurisdictions as one uniform rule.
Can hourly and salaried teams use different pay schedules?
Weekly, biweekly, semimonthly and monthly payroll windows are supported. Set the appropriate employee groups and review periods, then check compensation changes and time inputs against each calendar. Your walkthrough should include one ordinary run and a mid-period change so the setup reflects how your teams are paid.
Can we switch on ACH direct deposit immediately?
The current US ACH file format has not been verified for production bank acceptance and is not a ready-to-use direct-deposit route. Payment execution must use a separately confirmed process. Payroll preparation and reporting can be assessed independently; agree the bank format, validation and funding responsibilities before changing how employees receive pay.
Will payroll automatically decide whether someone is an employee or contractor?
No. That determination depends on the actual working relationship and the applicable rules. US employee payroll and supported 1099-NEC reporting are distinct processes. Your team confirms worker classification and the relevant scope before setup; choosing a record type in software does not establish the person's legal status.
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.