For global payroll and HR operations leaders
Global time and attendance software with a built-in payroll engine
XperienceHR records working time, overtime and absence for every employee under each country’s labour law and collective agreements. The payroll engine prepares hours worked, overtime, shift premiums, allowances and approved time off as payroll-ready inputs, mapped to the pay codes your payroll provider expects and delivered in its format, on its schedule.
What XperienceHR is
XperienceHR is global time and attendance and absence management software for multinational employers. It records working time, overtime and leave for office, field and shop-floor employees in every country a company operates in, applies each country’s labour law and collective agreements, and prepares approved, payroll-ready inputs for the payroll system or provider that runs gross-to-net. It is used in 16 countries by employers including Pfizer, Zurich, Dell, Trenkwalder and Manpower, is ISO 27001 certified and GDPR compliant, and connects to any HRIS and any payroll provider through its XP-Hub integration platform.
Why multi-country payroll breaks at the time and absence input
Global payroll teams running several countries spend every cut-off chasing, reconciling and re-keying time and attendance data that should arrive complete and approved.
Inconsistent inputs from every country
Hours, overtime and absence arrive in a different format from each country: spreadsheets, local time clocks or the payroll provider’s own portal.
Overtime calculated by hand
Thresholds, shift premiums and allowances are worked out locally, country by country, with no central control over the rules applied.
Compliance exposure
Working-time regulations, collective agreements and statutory time-recording obligations differ by country and change over time.
No audit trail at cut-off
Corrections arrive after payroll has closed, with no single record of who changed what, when it was approved and on what basis.
How XperienceHR fits between your HRIS and your payroll
XperienceHR does not replace your HRIS or your payroll provider. It makes certain that what reaches gross-to-net payroll is complete, compliant and approved.
Your HR system of record
People data. Your HRIS holds employees, contracts and organisational structure. Employee and organisation data flows into XperienceHR through XP-Hub, by API or scheduled file.
XperienceHR
Time, absence and the payroll engine. Records working time, applies each country’s rules, calculates overtime and shift premiums, and routes approvals before cut-off.
Your payroll
Gross-to-net. In-country payroll providers or a global payroll aggregator receive approved hours, overtime, premiums and time off on their own pay codes, in their format.
Employee data in → hours, overtime, premiums and approved absence out → one audit trail across every country.
Global time and attendance features for multinational employers
Four capabilities, in the order that matters to a payroll function.
Payroll engine and overtime calculation
The payroll engine prepares hours worked, overtime, shift premiums, allowances and approved time off as payroll inputs. It supports complex overtime rules in a multinational environment: daily and weekly thresholds, tolerance windows, separate treatment of working, off, rest and public-holiday days, multiple rate arms, and rules that differ by country, legal entity, pay group and employee group.
Compliance with local labour law
Working-time rules, public holidays, leave entitlements and collective-agreement provisions are configured per country in a single tenant, which is what makes multi-country time tracking workable for an international workforce. This supports statutory time-recording obligations, including the European requirement for an objective, reliable and accessible record of daily working time.
Absence and leave management
Country-specific absence types, entitlements, accruals and carry-over, with requests, approvals and cancellations recorded in full. Paid and unpaid absence is carried on its own pay codes, half days are supported, and absences crossing a period boundary are split to the correct period.
Time capture for every type of workforce
XperienceHR supplies NFC and RFID time clock terminals for production sites, and can integrate the clocks already installed at your sites through XP-Hub, although some real-time functionality may not be available with third-party devices. Field teams use the mobile application and office employees the web, all feeding one record per employee.
How the payroll engine prepares payroll inputs
The payroll engine turns attendance into payroll-ready inputs. It prepares hours worked, overtime, shift premiums, allowances and approved time off, each mapped to the pay codes your payroll provider expects, and delivers them on your own schedule and in your own format.
Rules are configured per country, legal entity, pay group and employee group, so one tenant can run several populations side by side with different overtime, premium and holiday treatment. Every rule is defined rather than hard-coded: which pay code it produces, which day types it applies to, the condition under which it fires and the formula that produces the value. A new rule or a changed rate is a configuration change, not a release.
Employee assignments are effective-dated, so a change part-way through a period applies from its own date and leaves earlier days untouched.
Rule configuration
Pay items are defined per pay group with an output code, unit, day-type applicability, a condition and a value formula. Rules can be expressed in script rather than fixed logic, so the same input can produce different codes for different populations.
Overtime
Daily and weekly thresholds, with tolerance windows so minor overruns do not create overtime. Separate treatment of working, off, rest and public-holiday days, multiple rate arms, and overtime measured in hours or in day units. Calculation runs automatically or is gated by manager approval.
Shift premiums
Bands are resolved from the shift actually worked rather than the roster alone, with eligibility driven by site, grade, employee group and work pattern. A manager can correct the result, and the system’s own answer is recorded alongside the decision. Consistency is checked before export.
Absence
Paid and unpaid types, with unpaid types carried on their own pay codes and configurable weights, so a partly paid absence contributes proportionally. Half days are supported and absences crossing a period boundary are split to the correct period.
Public holidays
Holiday-aware rosters, payment or time-in-lieu elections per employee, and configurable treatment where a public holiday falls on a weekend.
Day counts
Calendar days, working days and actual worked days, produced per day or aggregated per period, whichever the provider’s format requires.
Corrections and retroactive pay
Once a period has been delivered its figures are frozen. Later changes are sent as retroactive entries under their own codes, with a full audit of what changed, so the provider receives only the delta and can reconcile against what it already holds.
Controls before delivery
Pre-delivery reconciliation with a configurable block on discrepancies, exception reporting of manual corrections, an approval workflow with warnings that must be acknowledged, and guards that prevent changes to closed or delivered periods.
Delivery
API and scheduled file delivery through XP-Hub: employee and organisation data inbound from the HR system of record, payroll files outbound in each provider’s format.
Time and attendance integration with Workday, SAP SuccessFactors, Oracle HCM and any HRIS
XP-Hub, XperienceHR’s integration platform, connects global time and attendance to the software you already run. Employee and organisation data comes in from your HR system of record — Workday, SAP SuccessFactors, Oracle HCM, Personio or another HRIS — and approved hours, overtime, premiums and absence go out to each payroll provider, whether that is ADP, SD Worx, CloudPay, a global payroll aggregator or a local in-country bureau, in the format and on the schedule it requires, by API or scheduled file transfer. Workday is supported through its PECI (Payroll Effective Change Interface) files; other systems connect by API or file exchange.
XP-Hub also connects hardware. XperienceHR supplies NFC and RFID time clock terminals, and where sites already have their own clocks those can be integrated instead, although some real-time functionality may not be available with third-party devices.
Two ways to run it alongside your HRIS
Attendance and time off in XperienceHR
Your HRIS stays the system of record for people. Employees record attendance and request time off in XperienceHR, managers approve there, and both worked time and absence reach payroll from one place.
Attendance here, time off in your HRIS
Employees request and managers approve absence in your HRIS, for example in Workday. XP-Hub synchronises the approved absence into XperienceHR, where it is combined with recorded attendance, so payroll still receives one complete set of inputs.
Built for multinational and multi-country rollouts
One tenant, every country
All countries, legal entities, pay groups and sites in one account, with country-specific holidays, calendars and rules, and a consolidated view for the central team.
Certified information security
ISO 27001 certified and GDPR compliant, hosted on Amazon Web Services with a primary and two secondary data centres.
Complete audit trail
Every time entry, correction, approval and cancellation is recorded with user and timestamp, for internal control and labour inspections.
Local language for local teams
Employees and line managers work in their own language while payroll and HR operations work from one consolidated data set.
What our clients say
“We have improved discipline at the client’s sites; employees know that their manager has their attendance available in real time. We already see simplified internal processes, for example the work calendars.”
Atalian Slovakia
HR Manager
“The price-quality ratio is very good. There are similar HR tools, but this one contains exactly what I need: attendance with different functionalities.”
Proplusco
Project Manager
“We have eliminated thousands of paper timesheets. The main advantage is that we can currently see who came to work. The software is easy to use.”
Trenkwalder
Business Operations and Digitisation Specialist
How long does implementation take?
Implementation time depends on the number of countries, local rules and integrations.
01
Rules and integration mapping
We document country rules, overtime and premium logic, pay codes and the data each payroll provider requires.
02
Configuration and XP-Hub connection
The tenant is configured per country and pay group and connected to your HR system of record and your payroll providers.
03
Pilot country in parallel
One country runs in parallel with payroll until the outputs reconcile.
04
Rollout on the same template
Remaining countries follow, each with its own rules but the same process and controls.
Frequently asked questions about global time and attendance
We already have time tracking in our HCM. Why would we need XperienceHR?
Where your HCM’s time module is live in every country and suits your hourly and shift workforce, you may not need us. XperienceHR is usually deployed where it is not rolled out everywhere, where local rules and collective agreements make configuration heavy, or where deskless employees need terminals and mobile clock-in. Your HCM remains the system of record for people data.
Do you replace our payroll providers?
No. XperienceHR does not run gross-to-net payroll and does not pay employees. The payroll engine prepares approved hours, overtime, premiums, allowances and absence on your providers’ pay codes and delivers them in their format.
Can you produce our pay codes and handle retroactive corrections?
Yes. Pay items are configured per pay group with their own output code, unit and value formula. Once a period is delivered its figures are frozen, and later changes are sent as retroactive entries under their own codes with a full audit of what changed.
Can you handle our country-specific overtime rules and collective agreements?
Yes. Thresholds, tolerance windows, rate arms, day-type treatment, premiums and absence policies are configured by country, legal entity, pay group and employee group in one tenant, and the payroll engine applies them when it prepares payroll inputs.
What happens before data is sent to payroll?
Results are reconciled against configurable checks that can block delivery on discrepancies, manual corrections are reported as exceptions, warnings must be acknowledged in the approval workflow, and closed or delivered periods cannot be changed.
Where is our data held and how is it protected?
XperienceHR is ISO 27001 certified and GDPR compliant. The service runs on Amazon Web Services with a primary data centre and two secondary data centres, and every change and approval is logged in a full audit trail.
Is XperienceHR an alternative to Workday Time Tracking?
It is usually deployed alongside Workday rather than instead of it. Workday stays the system of record for people data, while XperienceHR handles time and attendance for the countries and workforces where a global HCM time module is heavy to configure, in particular shift-based and deskless populations, and returns approved hours, overtime and premiums for payroll. Employee master data is synchronised from Workday through PECI files.
Do you integrate with SAP SuccessFactors, Oracle HCM or other HR systems?
Yes. XP-Hub connects XperienceHR to any HRIS by API or scheduled file exchange, including SAP SuccessFactors, Oracle HCM, Personio and in-house systems, and to payroll providers such as ADP, SD Worx, CloudPay or local in-country bureaus. Workday additionally uses its standard PECI interface.
Which countries and languages does XperienceHR support?
XperienceHR runs in one tenant for all countries in which a company operates, with country-specific holidays, calendars, working-time rules and absence policies, and is in use in 16 countries. The interface is available in seven languages, so local teams work in their own language while payroll and HR operations work from one consolidated data set.
How much does global time and attendance from XperienceHR cost?
Pricing is modular and per user per month, excluding VAT: Attendance from €3, Time Tracking from €4 and Absence Management from €4, with volume pricing from 500 users and individual quotes for multi-country rollouts. A 14-day free trial is available.
Review your time-to-payroll process with our team
In 30 minutes we map your countries, your HR system of record and your payroll providers, and show how working time, overtime, premiums and absence would reach each payroll cut-off.
Prefer to write first? info@xperiencehr.com · +421 915 890 309 · USA +1 646 926 0897