HR Software for UAE Companies with 150–200 employees.

Month in the life

At 175 employees across three branches and two legal entities, payroll is a controlled process — but access control is now the critical concern. Finance discovered that a department manager could view salary data for employees outside their team because permissions were never configured when the company scaled past 100. ArcHR RBAC now restricts payroll visibility to finance roles, leave and attendance to line managers, and performance ratings to HR and direct supervisors. Multi-branch WPS payroll routes through different exchange houses per entity; SIF files generate per establishment with pre-submission validation. EOSB liability exceeds AED 2 million — the CFO reviews monthly accrual reports and compares against actuarial estimates. A branch in Sharjah and headquarters in Dubai operate under the same group but different health insurance authorities — DoH versus DHA — and employee profiles track the correct authority per work location. Role changes for 20 employees during a reorganisation require MOHRE contract amendments, payroll updates, and RBAC permission changes in one coordinated workflow. The HR chatbot handles 60% of queries in Arabic and English across all branches. Audit season demands consolidated headcount cost, gratuity liability, and Emiratisation reports for the group and per entity. At 150–200 employees, governance — not data entry — is the HR challenge. ArcHR delivers granular RBAC, multi-entity WPS payroll, group analytics, and material EOSB reporting for board and audit committees.