Onboarding, time-off, performance, and compliance — connected into one living profile per person that flows straight into payroll, so nothing slips the day someone joins, moves, or leaves.
Fully set up. Everything flows straight into payroll.
The problem
You hired them because they were brilliant — the energy, the ideas, the exact skill your team was missing. You shook their hand and thought, this is going to be good.
Then the paperwork swallowed them whole. The onboarding packet no one finished. The benefits form that sat unopened for three weeks. The vacation request lost in a thread between their manager and a spreadsheet. The review that was meant for January and became a rushed talk in March.
You didn’t build a team so you could spend your afternoons hunting a TD1 form or wondering whether a probation period ended last Tuesday or next.
What broken HR quietly costs
Illustrative industry figures — the point isn’t the exact number, it’s where your week goes.
One living profile
Not a folder on a server. Not a spreadsheet with a password. A single record that everyone reads from — and that stays true as people join, grow, and move on.
Personal details, contact info, and emergency contacts — held once, in one place, kept current by the person themselves.
Start date, status, salaried/hourly/contractor, location, and work eligibility — the facts payroll and compliance depend on.
Department, position, and reporting line — so the org chart draws itself and spans of control are always current.
Pay, schedule, and history, with TD1 and TP-1015 tax setup captured — ready to flow straight into a pay run.
Skills, training, and certifications with expiry dates — so nothing critical lapses unnoticed.
Signed contracts, policy acknowledgements, and recorded consents — timestamped and retrievable in seconds.
What it does
A guided checklist that activates the moment an offer is signed — Canadian task templates, tax forms, direct deposit, and documents to e-sign, with progress tracked.
Timesheets, clock-in/out, overtime and shift-differential rules, and peer shift swaps — approved once, then carried into the pay run with the right premiums.
Vacation, sick, personal, and parental leave with balances and accrual policies — plus statutory leave rules that differ by jurisdiction. Approve in a tap.
Review cycles — quarterly, annual, or project-based — with ratings, goals and OKRs, and pay recommendations tied to the record, so decisions rest on evidence, not memory.
Store, send, and e-sign contracts and policies with an in-house, tamper-evident signature — every acknowledgement captured with a timestamped audit trail.
Departments, positions, and manager lines kept current — so you always know who reports to whom, the spans of control, and the gaps a departure would open.
The handoff
Most HR platforms stop at the record and hand off to a separate payroll system — where everything gets re-typed. In Jmoor, HR, payroll, and finance share one ledger, so a change in one place is a fact everywhere.
The record is created from what recruiting already knows — no retyping.
Tax forms signed, direct deposit set, documents acknowledged.
Hours, shifts, and approved time-off flow into the pay run with the right premiums.
Benefit deductions and approved expenses post to payroll, not a year-end scramble.
Raises, moves, and reviews update the one record everyone reads from.
Final settlement, ROE, and record sealing trigger together.
Because payroll and a wallet live in the same platform, the employee portal isn’t just pay stubs. It’s financial wellness, built in — the kind of benefit an HR-only tool can’t offer.
Employees set a slice of every paycheque aside for tax or savings — automatically, before they can spend it.
Where you enable it, your team can reach wages they’ve already earned before payday — interest-free.
Controlled virtual cards for spend, with limits and one-tap freeze — issued right from the same platform.
Every answer an employee can find for themselves is one less interruption for you. Jmoor’s portal hands people the keys to their own information — securely, on any device.
Available features depend on your plan, setup, and region.
We didn’t build for a generic market and translate. The rules, the forms, and the leave standards are Canadian to the core — and they vary correctly by province.
Your whole workforce lives together. Contractors get their own records, invoicing, and tax documentation — no separate tool, no separate mess.
Expense and mileage claims are submitted from the portal and reconciled into the pay run — one flow, not a shoebox of receipts.
When someone resigns or is let go, the exit runs as one workflow — the financial pieces calculated, the compliance pieces sealed, and the human tasks tracked, so nothing is missed on the hardest day.
Exit workflow
Who it’s for
Five to fifteen people and no HR manager. You need structure — onboarding, time-off, records — without needing an HR degree.
You went from twelve to forty in a year. The shared drive is a maze and no one’s sure who signed what. You need one source of truth.
A hundred-plus people, policies to enforce, benefits to reconcile. You became an HR pro to help people thrive — not to babysit paperwork.
You approve headcount and budgets. You need to know who’s active, who’s on leave, and how accruals hit next quarter’s cash flow.
Unified vs standalone HR
Frequently Asked Questions
It’s the single source of truth for everyone who works with you. Jmoor holds one living profile per person — identity, employment, org and reporting, compensation, skills, documents — and connects onboarding, time & attendance, leave, performance, and compliance around it, flowing straight into payroll.
Standalone HR platforms stop at the record and hand off to a separate payroll system. In Jmoor, HR, payroll, and finance share one ledger — a hire, a raise, an approved leave, or a termination flows through without re-keying — and the employee portal adds financial wellness (automatic tax set-aside, savings, earned-wage access, virtual cards) that HR-only tools simply don’t have.
Yes — that’s the point. Approved timesheets and shifts (with the right premiums), time-off, benefit deductions, and expenses all post to the pay run automatically. Province, tax setup, and payment method are already on the record, so payroll runs from the truth instead of a re-typed copy.
A lot. From the self-service portal they can view and download pay stubs and T4s, update their info and direct deposit, request time off, e-sign documents, update their tax forms, set an automatic tax set-aside, build savings goals, access earned wages early, and submit expenses and mileage.
Yes. Vacation, sick, personal, and parental leave are tracked with real-time balances and accruals, and statutory leave rules are applied by jurisdiction — with vacation accrual defaults that match provincial employment standards.
Yes. Contractors live alongside employees on the platform, with their own records, invoicing, and tax documentation — so your whole workforce is in one place.
You set review cycles — quarterly, annual, or project-based — and capture ratings, goals and OKRs, and documented notes against each person’s record throughout the year, with pay recommendations staged off the results, so decisions rest on evidence rather than memory.
Offboarding runs as one workflow: final settlement including accrued vacation, a Record of Employment generated and submitted, benefit deductions stopped, and the compliance record sealed and timestamped — with tasks like access revocation tracked alongside.
One living profile per person, connected to payroll and finance — and a portal that looks after your team’s money, not just their pay stub.
One System. Every Number. Total Confidence.
