ArcHR
HR Software for UAE Companies with 100–150 employees.
At 100–150 employees, organisations start needing performance management, structured onboarding, and analytics alongside core payroll compliance. ArcHR is AED-native HR and payroll for UAE SMEs with 100–150 employees — WPS Salary Information File (SIF) export; End of service gratuity (EOSB) — Federal Decree-Law No. 33 of 2021.
· by ArcHR Compliance Team
Month in the life
The company has crossed 120 employees and leadership now expects HR to deliver analytics, not just process payroll. The CHRO presents quarterly workforce data — headcount cost, leave utilisation, overtime trends, and Emiratisation progress — to the board from ArcHR dashboards. Onboarding 12 new hires this quarter follows a structured flow: offer letter, MOHRE contract, visa processing, insurance enrolment, and IT provisioning each have assigned owners and deadlines in the system. Performance reviews run biannually with goal tracking; managers who skip review deadlines are flagged automatically. Payroll for 125 employees across three departments completes in one day because attendance, overtime, and leave deductions reconcile before the preview stage. WPS SIF files for two legal entities generate without manual intervention. A restructuring eliminates one department — HR processes eight exits in two weeks, each with accurate gratuity, leave encashment, and final settlement within the 14-day MOHRE window. The HR chatbot now handles 55% of employee queries, and the remaining cases route to specialised HR business partners by topic. Emiratisation tracking shows the company is two UAE nationals short of its sector target — HR adjusts the hiring plan before Q4. At 100–150 employees, HR is a strategic function. ArcHR provides analytics, structured onboarding, performance management, and compliance automation so the team leads workforce planning instead of chasing payroll deadlines.
Primary pain points
Performance reviews are ad hoc — no structured system for 360 feedback or goal tracking
Onboarding 10–15 new hires per quarter is chaotic without a structured flow
Analytics: leadership wants headcount cost, leave trends, and Saudization data in one report
Compliance checklist
- Present quarterly workforce analytics to leadership — headcount cost, leave trends, overtime, and Emiratisation status
- Run structured onboarding with documented task completion for every new hire including MOHRE, insurance, and visa steps
- Conduct biannual performance reviews with goal tracking linked to increment and bonus decisions
- Process bulk exits during restructurings within the 14-day final settlement window per Federal Decree-Law No. 33
- Track Emiratisation quota by department and adjust hiring plans before year-end MOHRE reporting deadlines
- Maintain audit-ready employment records accessible within 48 hours of MOHRE or free zone inspection requests
Pricing fit
At 100–150 employees, ArcHR delivers analytics, onboarding, performance management, WPS payroll, EOSB accrual, and HR chatbot at per-employee pricing that undercuts enterprise platforms by 40–60%. A 120-person company avoids the six-figure annual contracts common with legacy HR suites. Analytics, onboarding workflows, and performance modules are included — not enterprise add-ons. Book a demo for a quote covering multi-entity payroll and board-ready reporting.
Frequently asked questions
Does ArcHR include analytics for a 100–150 employee GCC company?
Yes. ArcHR's analytics module covers headcount cost, leave utilisation, attendance patterns, and Saudization percentage (KSA) — available to HR and finance roles with the appropriate permissions.
Does ArcHR include analytics for a 100–150 employee GCC company?
Yes. ArcHR analytics covers headcount cost, leave utilisation, attendance patterns, overtime trends, and Emiratisation progress. HR and finance roles access dashboards with granular permissions — managers see team-level data without group salary exposure.
How does ArcHR support structured onboarding at 120 employees?
ArcHR onboarding assigns task lists per hire — contract signing, MOHRE registration, visa processing, insurance enrolment — with owners, deadlines, and completion tracking. HR sees onboarding pipeline status across all active hires in one view.
Can ArcHR handle bulk exits during a UAE restructuring?
Yes. HR processes multiple terminations simultaneously with individual gratuity, leave encashment, and notice calculations. Final settlement statements generate per employee with MOHRE-compliant documentation for audit.
What performance management features matter at 100–150 employees?
Biannual review cycles, goal tracking, manager feedback workflows, and review completion monitoring. ArcHR links performance outcomes to compensation planning and generates completion reports for HR leadership.
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