Employee management
One record for every employee, contract, and role.
Odoo
Odoo Human Resources for practical ERP transformation
Use Odoo Human Resources as a focused platform path inside a structured lifecycle that connects platform choices to operational outcomes.
The status quo
Your people data is scattered, and it's costing you
Employee records in spreadsheets, contracts in a shared drive, leave approvals in email, recruitment in a free trial nobody owns. Every gap is a compliance exposure and an hour your managers don't get back.
The single source of truth is a myth
HR keeps the 'real' headcount in one spreadsheet, Finance keeps another for payroll, and the org chart in the deck is six months stale. When three numbers disagree, someone spends a day reconciling them instead of running the business.
Time off runs on goodwill and memory
Leave requests live in email threads and calendar invites. Balances are calculated by hand, accruals drift, and a manager approves time the employee didn't actually have. Year-end becomes a manual audit nobody trusts.
Recruitment leaks candidates at every stage
CVs sit in an inbox, interview notes scatter across reviewers, and good candidates go cold because no one owned the next step. You pay agency fees for roles a tracked pipeline would have closed in-house.
Failed rollouts leave you worse off
Many HR system attempts stall at 40% adoption: configured by a junior, never mapped to how you actually onboard or appraise, abandoned back to spreadsheets. The licence renews; the value never arrives.
Features
See it in action
A closer look at the product, screen by screen.
Recruitment pipeline
Move candidates through a clear, trackable hiring flow.
Core capabilities
Departments management
Model your org structure and reporting lines.
Contracts management
Create and track employment contracts and changes.
Onboarding management
Guided onboarding so new hires start fast.
Offboarding management
Structured offboarding that closes every loop.
Leave and absence management
Request, approve, and track time off automatically.
Recruitment pipeline
Run candidates through a clear, trackable hiring flow.
Job applications
Capture and manage applications from every channel.
Appraisal plans
Run structured appraisals and development plans.
What good looks like
One HR backbone, live in weeks, run by your team
Odoo HR done properly gives you a single employee record that feeds contracts, leave, recruitment and appraisals — with the manual reconciliation gone and the audit trail built in.
First credible outcome
- 6wks
- to first live workflow
- Employee directory, departments and time off running in production before the first quarter closes, not the first year.
- 70%
- less manual leave admin
- Self-service requests, automated accruals and rule-based approvals remove the spreadsheet reconciliation that ate HR's week.
- 40%
- faster time-to-hire
- A tracked recruitment pipeline with owned stages and templated comms closes roles before candidates drift to a competitor.
- 100%
- auditable records
- Every contract, leave balance and appraisal change is versioned and timestamped — clean answers for audit, TUPE or a tribunal.
Fits your stack
Connects to the systems your people already run on
Odoo HR sits at the centre of employee data and feeds the tools around it — payroll, finance, identity and comms — so a single hire or leaver propagates everywhere it should.
Payroll
Finance
Productivity
Identity
- Microsoft Entra ID
Comms
Recruitment
Contracts
Data
Analytics
Where it earns its keep
Built for organisations where headcount is the operation
Odoo HR pays off fastest where people processes are high-volume, regulated, or spread across sites — exactly where spreadsheets break.
Manufacturing & logistics
Shift-based contracts, multi-site departments and high-volume seasonal hiring run from one record, so attendance, leave and headcount stay reconciled across plants.
Professional services
Utilisation depends on accurate availability — Odoo HR ties time off and appraisals to project staffing so you stop double-booking your billable people.
Healthcare & care providers
Right-to-work, certifications and contract renewals are tracked with expiry alerts and a full audit trail, keeping you inspection-ready.
Retail & hospitality
Fast onboarding and offboarding for high-turnover, distributed teams — new starters productive on day one, leavers de-provisioned the same hour.
Scale-ups (50–500 staff)
Replace the founder's spreadsheet with a structured directory, recruitment pipeline and appraisal cycle that scales without a five-figure HRIS contract.
Client proof is published only when outcomes, quotes, and metrics are approved for external use.
- Up to 3x target
- Qualified delivery-speed target, always scoped to project realities
- Human-reviewed
- AI-assisted delivery with consultant accountability
- 9-step lifecycle
- From discovery through ongoing optimization
- 2 platform paths
- Microsoft Dynamics 365 and Odoo right-fit advisory
How we deliver
Phased to first value, not a 12-month leap of faith
Senior consultants map your real HR processes, ship the highest-leverage workflow first, then layer the rest. You see live value early and de-risk every step before you commit to the next.
Discovery & process mapping
We document how you actually hire, onboard, grant leave and appraise — and where the spreadsheets are hiding. You get a prioritised workflow map and a fixed-scope delivery plan before any configuration begins.
Foundation: employees, departments, contracts
We build the single employee record, department and reporting structure, and contract templates — migrated and cleaned from your existing data. This is the backbone everything else hangs from.
Time off & self-service go-live
Leave types, accrual rules and approval chains configured to your policy, with employee self-service. This is usually the first workflow live in production — the fastest, most visible win for the whole company.
Recruitment & onboarding pipeline
Job stages, candidate scoring, templated comms and onboarding checklists wired to your job boards and contract sign-off. Pipeline ownership is explicit so candidates stop falling through gaps.
Appraisals & reporting
Appraisal cycles, competency templates and dashboards for headcount, turnover and leave liability — so leadership gets the numbers without asking HR to build them by hand.
Handover & enablement
We train your HR team and managers on the real system, document the configuration, and hand over a runbook. You own and operate it; we stay on call for the first cycles.
Why it's the low-risk choice
Accountability you can name, on every line of the plan
HR data is sensitive and the stakes are people. We de-risk the rollout with senior delivery, fixed scope per phase, and AI that never touches your records unreviewed.
Senior consultants, not a learning exercise
Your Odoo HR build is led by consultants who have shipped it before — not juniors learning on your contracts and leave rules. You always know who owns the outcome.
Phased, so you can stop or pivot at any point
Each phase delivers a working, named outcome before the next begins. If priorities change after time off goes live, you've already banked the value — no all-or-nothing 12-month bet.
AI-assisted, human-reviewed
We use AI to accelerate data migration and configuration mapping, but a senior consultant reviews every change before it touches your employee records. No black-box automation on people data.
Built for compliance from day one
Access controls, data retention and full audit trails are configured up front — so GDPR, right-to-work and TUPE obligations are designed in, not bolted on after an audit flags them.
- Odoo Partner
- Microsoft Solutions Partner
- Senior-led delivery
- Human-reviewed AI
- GDPR-aligned
How to start
Two clear ways in, both fixed-scope
Start small and prove it, or commit to the full backbone. Either way the scope, price and outcomes are agreed before we begin.
Stage 01 Discovery sprint
- 1–2 week process mapping of your hiring, onboarding, leave and appraisal flows, with a prioritised workflow map, data-readiness review and fixed-price delivery plan.
Fixed fee, fully credited against delivery if you proceed.
Stage 02 Foundation rollout
- Employees, departments, contracts and time off configured, migrated and live in production, with self-service and your approval chains — typically the first 6 weeks.
First visible win for the whole company before quarter-end.
Stage 03 Full HR backbone
- Foundation plus recruitment pipeline, onboarding, appraisals, reporting and integrations to payroll, identity and your job boards, with team enablement and handover.
Phased delivery; pause or re-prioritise between phases.
FAQs
AI supports discovery, documentation, testing, training, and optimization. Consultants review outputs and remain accountable for decisions.
We compare budget, complexity, integrations, reporting needs, internal capacity, and growth plans before recommending a platform path.
Flectic supports adoption, resolves stabilization issues, improves reports, and builds an optimization roadmap.
Own it, don't rent it
We build it to be run by your team, not by us
The worst HR rollouts leave you dependent on the consultancy that built them. We do the opposite: configuration is documented, your HR team and managers are trained on the live system, and you get a runbook for every workflow. We stay on call through the first leave and appraisal cycles — then you're genuinely self-sufficient.
- Role-based training for HR, managers and employees on the workflows they actually use
- Documented configuration and a per-workflow runbook handed over on day one
- Senior support through your first live leave and appraisal cycles, then a clean handover
Assess your ERP fit
Map your current workflows, platform options, and the first practical phase of implementation.
Response within one business day