Hiring, leave and contracts on one employee record
We set up Odoo HR so contracts, time off, recruitment and onboarding update the same record. HR and Finance work from one headcount, and managers approve leave against real balances.
Free, 30 minutes, with a senior consultant. You leave with a recommended first phase or a clear reason to wait.
People data in three places
Records sit in spreadsheets, contracts in a shared drive and leave approvals in email. Each gap costs managers time and adds compliance risk.
Headcounts that never agree
HR and Finance keep separate spreadsheets, and the org chart is six months out of date.
Time off tracked by memory
Requests live in email threads. Balances are calculated by hand, accruals drift, and managers approve leave the employee didn't have.
Candidates lost between stages
Good candidates go cold because no one owns the next step, and you pay agency fees for roles you could have filled yourself.
Failed rollouts leave you worse off
When onboarding and appraisals are never mapped, the team drifts back to spreadsheets and the license keeps renewing.
What we configure in Odoo Human Resources
Employee management
One record per employee, with contract, role and manager.
Departments management
Model your org structure and reporting lines, and the org chart updates as people move.
Contracts management
Create employment contracts from templates and keep a history of every change.
Onboarding management
Each new hire gets a checklist of steps with an owner for each one.
Offboarding management
A checklist for each leaver, covering equipment, access and final pay.
Leave and absence management
Employees request time off, managers approve it and balances update automatically.
Recruitment pipeline
Move candidates through defined hiring stages with an owner at each one.
Job applications
Applications from your careers page and job boards land in one pipeline.
Time off first, then the rest of HR
We put the workflow with the biggest payoff live first, usually time off, and add recruitment and appraisals once managers use it.
- 01
Discovery and process mapping
We map hiring, onboarding, leave and appraisals into a prioritized workflow map.
- 02
Employees, departments and contracts
We build the employee record, reporting structure and contract templates, then migrate cleaned employee data.
- 03
Time off and self-service
Leave types, accrual rules and approval chains follow your policy, with employee self-service.
- 04
Recruitment and onboarding
Job stages, candidate scoring, email templates and onboarding checklists, connected to your job boards and contract sign-off. Each stage has a named owner.
- 05
Appraisals and reporting, then training and launch stabilization
Appraisal cycles, competency templates and dashboards for headcount, turnover and leave liability, so HR stops compiling reports by hand. Then we train HR and managers, document the configuration, hand over a runbook and stay with your team through the first leave and onboarding cycles.
For businesses where headcount drives the operation
Shift contracts, multi-site teams and seasonal hiring share one employee record, so headcount reconciles across sites.
ManufacturingConnected to payroll, identity and recruitment
Payroll
Approved time off and timesheets go to your payroll provider.
Identity
Accounts open and close with each starter and leaver.
Chat
Managers approve time off from Teams or Slack.
Calendars
Leave shows in the shared team calendar.
Recruitment
Job posts go out and applicants come back into Odoo.
Accounting
Expenses and payroll journals post to the books.
How we handle employee records
One consultant owns the access rules
The senior consultant who maps your HR workflows decides with you who can see salaries and contracts, and leads each release through launch stabilization with a dedicated project manager in support.
Change course between releases
If priorities change after time off goes live, you keep what has been delivered.
Review before employee data changes
Before anything touches employee records, a senior consultant reviews the AI-drafted migration test scenarios and training material.
Compliance configured up front
Access rights, data retention and audit trails are set in the first phase, against GDPR and the employment rules that apply to you.
Where an Odoo HR project starts
Discovery sprint
A workflow map, a data-readiness review and a fixed-price plan for each release. It runs one to two weeks for a fixed fee, credited against the foundation rollout if you go ahead.
Foundation rollout
Employees, departments, contracts and time off live in production, with self-service and your approval chains. The written scope sets its timeline.
Full HR rollout
The foundation plus recruitment, onboarding, appraisals, reporting and your payroll, identity and job board integrations, with training.
Questions buyers ask
Does Odoo run payroll?
Odoo Payroll covers some countries out of the box. Elsewhere we connect Odoo to your payroll provider, and we confirm which applies in discovery.
Can employees request time off from their phone?
Yes. The Odoo mobile app handles time-off requests, approvals and expense receipts.
Can we start with part of HR?
Yes. Projects usually start with employees, contracts and time off, then add recruitment and appraisals.
Who can see salaries and contracts?
Only the roles you allow. Odoo access rights separate HR officers, managers and employees, so a manager sees their team's leave without seeing pay.