Project movement
Employees move between clients, teams and managers frequently.
HRMS for consulting and professional services
Connect people operations with project-aware workforce visibility.
Manage employee data, project time, expenses, hiring, performance and workforce cost for consulting, legal, accounting, design and other professional service teams.
No generic sales tour Built around your workflows
Contextual workforce operations
The Head of HR context
Professional services HR leaders need to support rapid staffing changes, manager quality and employee development while Finance watches utilisation and people cost closely.
Configure byLocationWorkforce groupRoleShiftEntityPolicy
Professional Services workforce challenges
Where process complexity usually accumulates.
The product scope should focus first on the handoffs and exceptions that create operating risk.
Timesheets and expenses
Project data, claims and approvals affect both billing and employee experience.
Talent development
Career progression and capability growth are central to retention.
Manager consistency
Distributed project leaders need simple, accountable people processes.
Recommended capability map
Connect the workflows that define the employee experience in this industry.
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Employee and project dimensions
Maintain clear employee, team and reporting relationships.
Project-linked expenses
Route claims by client, project, cost centre or policy.
Goals and development
Connect project feedback to broader performance and career plans.
Role-specific hiring
Track requisitions and candidate quality across specialist roles.
Workforce and cost insight
Review headcount, movement, hiring and people cost by practice.
Employee experience
Listen to teams during demanding project cycles and transitions.
Desired operating outcomes
Build a more visible, accountable workforce operation.
Clearer workforce movement Faster expense approvals More useful performance conversations Better practice-level people visibility
Head of HR measures to review
Headcount by practice Time-to-staff Expense approval time Review completion Regretted attrition People cost by unit
Suggested rollout
Implement around representative operating scenarios.
The final sequence depends on current systems, data quality and payroll complexity.
01
Map practices, projects and approval roles
Agree structures, policy owners and success measures.
02
Connect employee, expense and payroll data
Configure and validate with business owners.
03
Launch performance and manager workflows
Run a controlled pilot and resolve edge cases.
04
Add practice-level analytics
Scale with adoption and operating governance.
Explore another workforce pattern
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Professional Services product walkthrough
See OrbinHR through a professional services operating scenario.
We’ll focus on workforce groups, locations, attendance, payroll inputs, approvals and the leadership view that follows.