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HR Systems · People Operations · HRIS
The People Infrastructure That Lets You Scale Without Chaos.
HRIS and ATS implementation, onboarding design, HR policies and people processes built for growing B2B companies. The operational backbone that makes adding 10, 20 or 50 more people feel manageable instead of overwhelming.
28%
Lower attrition with structured onboarding
6 weeks
To first HRIS fully operational
Koldconvert HR systems and people operations builds the infrastructure that growing B2B companies need before they need it. We implement and configure HRIS and ATS platforms, design onboarding journeys that reduce early attrition, write HR policies that employees actually read and create the people processes that scale from 20 to 200 without rebuilding from scratch. Getting this right early saves enormous pain and cost later when the team is too large for ad-hoc coordination to work.
28%
Lower attrition with structured onboarding
6 weeks
To first HRIS fully configured
Scalable
Built to grow from 20 to 200+
Definition
What is people operations?
People operations (people ops) is the modern approach to human resources that treats employees as a company's most important operational resource and builds the systems, processes and culture to attract, develop and retain them at scale. Where traditional HR focuses on compliance and administration, people ops focuses on scalable infrastructure: HRIS systems that automate routine people workflows, ATS platforms that give hiring teams consistent pipelines, onboarding programmes that reduce early attrition, and performance processes that develop people systematically rather than reactively. People ops creates the operational backbone that allows a company to grow headcount without losing culture, consistency or compliance.
What We Build
The People Operations System for Scale
HRIS Implementation
Select, configure and launch the right HRIS for your stage. BambooHR, Personio, HiBob or Charlie HR. People data, leave management, workflows and reporting all in one place.
ATS Setup
Greenhouse, Lever or Workable configured for your hiring process. Pipeline stages, scorecards, email templates and job board integrations built to save recruiter and hiring manager time.
Onboarding Design
Structured 30-60-90 day onboarding journeys by role type. Pre-boarding, day one, first-week and milestone check-ins automated in your HRIS so every new hire gets the same strong start.
HR Policies and Handbook
Employment terms, leave policies, performance review process, grievance procedure and company values written in plain language and structured for the growth stage your company is at right now.
Diagnosis
Signs Your People Operations Needs Fixing
- Your team is over 20 people and all HR data still lives in spreadsheets. Leave balances, employment start dates and personal records are inconsistent across documents.
- Onboarding is inconsistent. Some new hires get a great first week because their manager takes initiative. Others feel lost because no formal process exists and the manager was too busy.
- Early attrition is high. People leave in the first 90 days more often than they should, often because expectations were misaligned and the onboarding process did not surface this early enough.
- Hiring pipelines are managed in inboxes and DMs. There is no consistent process for moving candidates through stages, scheduling interviews or ensuring a positive candidate experience.
- You do not have a written HR handbook. Employees ask the same questions about leave, expenses and performance reviews to different managers and get different answers each time.
Process
From Spreadsheet HR to Scalable People Ops
01
Audit
Review current people processes, systems and policy gaps. Identify the most painful friction points for founders, managers and employees and prioritise what to fix first.
02
Select
Recommend the right HRIS and ATS for your headcount, geography, payroll setup and growth trajectory. Make the system selection decision explicit before building.
03
Build
Configure systems, write policies, design onboarding journeys and migrate existing data. Test every workflow before go-live so nothing breaks on day one.
04
Enable
Train managers and employees on the systems, establish the people reporting cadence and hand over to your internal team or continue as fractional Head of People.
Our Approach
The Koldconvert People Systems Framework
The Koldconvert People Systems Framework treats people operations as a product build problem, not a policy writing exercise. Most companies that need people ops help ask for an HRIS or an employee handbook. But the real problem is that people infrastructure was never deliberately designed: it evolved reactively as the team grew, accumulating ad-hoc processes and inconsistencies that compound into real problems at 30, 50 and 100 people. We audit the full people operations surface area, identify where the biggest gaps are relative to your current and projected headcount, and build the infrastructure in the right order. HRIS before onboarding design. Onboarding before performance process. Performance process before compensation framework. Each layer is built on a solid foundation so the whole system scales rather than needing to be rebuilt every 18 months.
Koldconvert Perspective
The most expensive people ops mistake is doing nothing until there is a problem. Companies that wait until they have a grievance, a compliance issue or an early attrition crisis to think about HR infrastructure spend significantly more fixing the problem than they would have spent building the right infrastructure in the first place. Onboarding design before you hit 30 people costs a fraction of what it costs to replace the talent that leaves because the experience was poor. HR policies before you have a dispute are cheaper than legal advice after one. We work with companies that want to build the right people infrastructure at the right stage, not the ones looking for emergency intervention after the problem is already expensive.
Koldconvert People and Talent Team
Results
What Clients Achieve
People Ops Results
Benchmark Results for HR Systems Implementation
28%Lower early attrition with structured onboarding
6 weeksTo first HRIS fully operational
ConsistentOnboarding experience for every new hire
CompliantHR policies from day one of engagement
Deliverables
What You Receive
- HRIS configured and live with all employee records, leave management, workflows and reporting set up
- ATS configured with hiring pipeline stages, scorecards, email templates and job board integrations
- 30-60-90 day onboarding programmes by role type, automated in the HRIS with milestone check-ins
- Employee handbook covering employment terms, leave, performance, expenses and company values
- Performance review process and templates designed for the management capability at your current stage
- People reporting dashboard covering headcount, attrition, time to hire and open role status
Stack
Tools and Platforms We Work With
HRIS
BambooHR, Personio, HiBob, Charlie HR
ATS
Greenhouse, Lever, Workable, Teamtailor
Payroll
Deel, Rippling, Gusto, Pento
Onboarding
Enboarder, Leapsome, Lattice
Performance
Lattice, Leapsome, 15Five, Small Improvements
Documentation
Notion, Confluence, Google Workspace
Industries
HR Systems and People Operations Across Sectors
SaaS and Software
Engineering and product teams require onboarding that gets people productive quickly in complex technical environments. We design SaaS onboarding programmes that include tool access, codebase orientation, team rituals and 90-day role milestones that accelerate time to first contribution.
Fintech
Fintech people operations must meet regulatory standards for employee background checks, role-based access controls and data handling policies. We build compliant people infrastructure for FCA-regulated and payment-licensed businesses that satisfies both HR and compliance requirements.
HealthTech
HealthTech teams include clinical, technical and commercial roles with very different onboarding requirements. We build role-specific onboarding programmes and HRIS configurations that accommodate clinical compliance requirements alongside standard employment processes.
Professional Services
Consultancies and agencies live or die on their people. People operations for professional services focuses on utilisation tracking, career pathway clarity and performance processes that develop client-facing skills, not just administrative HR functions.
Ecommerce and DTC
Ecommerce companies often have seasonal headcount requirements and a mix of warehouse, customer service and technology roles. People operations must handle high-volume onboarding, flexible contract types and the distinct processes required for office-based and operational staff.
Marketplace
Marketplace businesses hire across supply, operations, trust and safety, product and growth. People ops for marketplaces must accommodate rapid headcount growth with very different role types at the same time, requiring HRIS systems flexible enough to handle distinct onboarding paths at scale.
EdTech
EdTech people ops must handle teaching, content, technology and commercial roles within the same system. We build HRIS configurations and onboarding programmes that acknowledge the different motivations and success metrics for educational and commercial team members without treating them identically.
Logistics and Operations
Logistics companies have complex people operations requirements spanning office, field, depot and driver roles often across multiple geographies. We design people systems that handle the operational complexity of field-based workforces while maintaining centralised HR data and compliance.
CleanTech
CleanTech companies hiring engineers, scientists and commercial talent need people infrastructure that supports complex technical onboarding, research project attribution and grant-funded employment structures that require careful contract and compliance management.
Agency and Creative
Creative agencies with freelance-heavy models need people operations that manage a mix of employees, contractors and project-based talent. We build HRIS and onboarding systems that handle this complexity while keeping compliance clean and culture consistent regardless of contract type.
Comparison
Structured People Ops vs Ad-Hoc HR
| Factor | Structured People Ops | Ad-Hoc HR |
|---|---|---|
| Early attrition | 28% lower with structured onboarding | High: poor onboarding drives early exits |
| Onboarding consistency | Same strong experience for every new hire | Depends entirely on which manager is available |
| Compliance risk | Policies documented and consistently applied | High exposure once disputes arise |
| Hiring pipeline | ATS gives full visibility across all roles | Managed in email, hidden from hiring managers |
| HR data | Single system, always current and accessible | Scattered across spreadsheets, email and folders |
| Scalability | System grows with team without rebuilding | Breaks at 30-50 people and must be rebuilt |
Questions
HR systems and people operations, answered
People operations (people ops) is the modern approach to HR that treats employees as a company's most important operational resource. It focuses on building the systems, processes and culture that attract, develop and retain the right people at scale. People ops is distinct from traditional HR in its orientation toward scalable infrastructure rather than reactive administration.
For companies between 15 and 100 employees, BambooHR, Personio and HiBob are the most widely used. Personio is popular in Europe with strong payroll integration. HiBob suits companies prioritising culture and engagement features. BambooHR is cost-effective for US-focused companies. We assess your payroll, reporting and geography needs and recommend the best fit.
An ATS (Applicant Tracking System) manages the hiring pipeline from job post to offer. If you are hiring more than three or four roles per year, an ATS saves significant time, reduces candidate experience issues and gives hiring managers visibility into the pipeline. Greenhouse, Lever and Workable are the most common for B2B scale-ups.
We map the full first 90 days for each role type: pre-boarding, day one, first week, 30-day and 90-day milestones. We identify the information, introductions, tools access and quick wins that set each new hire up for success. The programme is then systematised in your HRIS so it runs consistently for every new joiner without manual coordination.
Yes. For companies that need strategic people leadership without a full-time hire, we operate as a fractional Head of People: owning the people strategy, managing systems and policies and acting as a partner to founders on hiring, culture, compensation and team development.
Engagement
How to Work With Us
People Ops Audit
A rapid review of your current people processes, systems and policy gaps. Produces a prioritised roadmap for the infrastructure that needs to be built and the order to build it. Starting point before any implementation work.
Full People Systems Build
End-to-end implementation of HRIS, ATS, onboarding programmes and HR policies. Delivered over 6-10 weeks with training and handover to your team or ongoing management as fractional Head of People.
Fractional Head of People
Ongoing people leadership on a retainer basis. Strategic people partner to the CEO and leadership team, owning HR infrastructure, policies, systems and the people reporting cadence month to month.
Key Terms
People Operations Glossary
- HRIS (Human Resource Information System)
- An HRIS is a centralised software system for managing employee data, leave, payroll integration, documents and HR workflows. It replaces employee spreadsheets and manual admin with automated processes. Common HRIS platforms for scale-ups include BambooHR, Personio, HiBob and Rippling.
- ATS (Applicant Tracking System)
- An ATS is software that manages the recruitment pipeline from job posting through to offer acceptance. It gives hiring teams shared visibility of candidate pipelines, standardises interview processes and automates communication. An ATS is distinct from a job board: it manages the process after candidates apply.
- Onboarding
- Onboarding is the structured process of integrating a new employee into the company, team and role. Effective onboarding covers pre-boarding communication, day-one logistics, first-week team introductions, 30-day role clarity, 60-day performance alignment and 90-day review. Companies with structured onboarding see 28% lower attrition in the first year.
- EVP (Employee Value Proposition)
- An EVP is the defined set of reasons a person should choose to work for a company, covering compensation, benefits, growth, culture and mission. The EVP is the foundation of employer branding and a key input to onboarding design: it sets expectations that people operations must then deliver on consistently across the employee experience.
- 30-60-90 Day Plan
- A 30-60-90 day plan is a structured onboarding framework that defines clear milestones for a new hire's first three months. The first 30 days focus on learning, the second 30 on contributing, and the final 30 on driving outcomes independently. Having these milestones documented before the hire starts eliminates ambiguity and reduces early performance issues.
- People Ops
- People ops is the discipline of treating the employee experience as a product to be designed and continuously improved. It covers the full employee lifecycle from hiring through onboarding, development, performance, compensation and offboarding. People ops teams use data to measure and improve every stage of the experience, applying the same rigour to people decisions that revenue teams apply to customer acquisition.
Ready to build people operations that scale with your team?
Book a call. We will audit your current HR infrastructure and build the systems, onboarding and policies that grow with your company.
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