Too much administrative work
HR professionals spend excessive time coordinating repetitive administration instead of focusing on workforce strategy.
HR Total Managed Service
Your HR.
Fully managed.
Your business. Uninterrupted.
HTMS OUTSOURCE by Dutybell gives your business a complete managed HR operating layer—from recruitment and employee lifecycle management to payroll coordination, compliance, performance and HR administration.
You stay in control. We take care of the HR operations that consume your team's time.
✓
End-to-end HR operations
✓
Modular service scope
✓
Management visibility
Recruitment
Payroll
Compliance
HR visibility
One HR view
Operations • People • Process
Employee lifecycle
Connected
Join → Grow → Perform → Exit
D
Dutybell HTMS
Managed
HR Operations
Control Center
One managed layer across your workforce.
Workforce
Managed ✓
HR Process
Active ↗
Compliance
Tracked ✓
Reporting
Ready ✓
HR Operations Coverage
86%
One HR Partner
One managed operating layer
End-to-End HR
Across the employee lifecycle
Structured Operations
Processes built for consistency
Management Focus
Less HR administration
HR Outsourcing • Managed Operations
Stop managing HR tasks.
Stop managing HR tasks.
Start managing your business.
HR Total Managed Service (HTMS) by Dutybell is a comprehensive outsourced HR operating model designed to take ownership of day-to-day HR processes, people operations, documentation, employee support, compliance coordination and workforce administration.
Instead of coordinating multiple HR vendors, spreadsheets, internal teams and disconnected processes, your organization gets one managed HR partner, one operating framework and one accountable service layer.
What does HTMS actually mean?
You retain control over your business and people strategy. Dutybell manages the operational HR engine behind it.
01
Plan
We understand your workforce structure, policies and HR requirements.
02
Operate
We execute agreed HR processes through a structured delivery model.
03
Monitor
We track service activity, exceptions, documentation and reporting.
04
Improve
We identify process gaps and continuously improve HR operations.
The HR Operations Challenge
Your HR team shouldn't spend all day fighting processes.
As organizations grow, HR becomes increasingly operational. Recruitment, employee documentation, attendance, payroll inputs, compliance, employee queries and reporting can consume valuable management time.
Multiple disconnected vendors
Recruitment, payroll, compliance, training and HR administration often operate independently, creating coordination gaps.
Compliance pressure
Changing employment requirements and documentation obligations increase operational risk when processes are not systematically managed.
Slow employee support
Delayed responses to employee questions, documents and HR requests can directly affect employee experience.
Weak HR visibility
Without structured reporting, management may struggle to understand workforce trends, process performance and recurring HR issues.
Scaling becomes expensive
Building every HR capability internally may require additional specialists, technology, processes and management overhead.
Why Businesses Outsource HR
Outsource the complexity. Keep the control.
HTMS is built around business outcomes—not simply a list of HR activities.
01
Lower HR workload
Reduce the volume of repetitive operational work handled directly by your internal management team.
02
Better employee experience
Create more structured and responsive employee support across the employee lifecycle.
03
More HR visibility
Establish regular reporting, process tracking and management visibility across HR operations.
04
Scalable HR operations
Build an HR delivery model that can adapt as your workforce, locations and operational requirements change.
HTMS Capability Scorecard
One HR partner. Multiple capabilities.
Explore the HR capabilities that can operate under your managed service model. Swipe or scroll horizontally.
Recruitment
Sourcing, screening, coordination, hiring support and workforce pipeline management.
Employee Lifecycle
Onboarding, documentation, employee records, transfers, exits and offboarding.
Payroll Operations
Payroll coordination, attendance inputs, leave administration, salary processing support and reporting.
HR Compliance
Compliance coordination, documentation, audits, regulatory updates and risk tracking.
Employee Relations
Employee queries, grievance coordination, engagement and workplace relationship support.
Performance
Goal setting, review cycles, development plans and performance improvement processes.
Training
Training needs assessment, learning programs, compliance training and employee development.
HR Technology
HRIS coordination, data management, reporting, integrations and technology support.
HR Administration
Employee records, HR documentation, HR helpdesk, attendance and operational administration.
Health & Safety
Safety coordination, workplace programs, incident documentation and compliance support.
Scroll horizontally
→
Complete HR Operating Framework
Everything HR needs to run smoothly.
Select the functions you need, define the ownership model, and create a managed HR environment aligned to your organization.
Talent & Recruitment
Build and manage your workforce pipeline with structured recruitment support.
- Talent sourcing
- Job advertising
- Candidate screening
- Interview coordination
- Background verification coordination
Employee Lifecycle
Create a consistent employee journey from joining through separation.
- Pre-joining documentation
- Onboarding
- Employee records
- Transfers & changes
- Exit & offboarding
Payroll & Benefits
Bring payroll-related administration and employee benefit coordination into a structured workflow.
- Payroll processing support
- Attendance inputs
- Leave management
- Salary administration
- Payroll reporting
Compliance & Risk
Establish a systematic approach to HR compliance and documentation.
- Compliance coordination
- Policy support
- Compliance audits
- Risk tracking
- Regulatory update coordination
People & Performance
Support employees and managers throughout the performance lifecycle.
- Performance reviews
- Goal setting
- Employee engagement
- Grievance coordination
- Development plans
HR Technology & Reporting
Turn HR data into an operational management system with better visibility.
- HRIS coordination
- Employee data management
- HR dashboards
- Management reporting
- Process analytics
01
Recruitment & Workforce Management
Build the right workforce without building a large internal recruitment operation.
Workforce Requirement Mapping
Understand hiring requirements, role profiles, workforce gaps and recruitment priorities.
Candidate Sourcing
Support sourcing across relevant candidate channels and maintain structured candidate pipelines.
Screening & Coordination
Coordinate screening, interview scheduling, candidate communication and hiring workflow.
Hiring Documentation
Maintain structured documentation and joining records across the recruitment-to-onboarding transition.
02
Employee Lifecycle Management
Make every employee transition more structured, documented and operationally consistent.
Onboarding Operations
Coordinate joining documentation, employee records, orientation and onboarding workflows.
Employee Records
Maintain organized personnel records and HR documentation throughout the employment lifecycle.
Employee Movement
Support role changes, transfers, promotions and other employee lifecycle updates.
Exit & Offboarding
Coordinate exit documentation, employee handover, records closure and offboarding workflows.
03
Payroll, Attendance & Benefits
Bring employee compensation administration into a structured, controlled operating workflow.
Payroll Processing
Coordinate monthly payroll inputs, processing workflows, validations and payroll reporting.
Attendance & Time Management
Coordinate attendance data, time records and exceptions required for payroll processing.
Leave Administration
Support leave tracking, approvals and employee leave records according to organizational policy.
Salary & Benefit Administration
Coordinate employee salary changes and applicable benefit administration processes.
04
HR Compliance & Risk Management
Create a proactive compliance environment rather than reacting when an issue appears.
Compliance Calendar
Establish structured compliance activities, responsibilities and recurring HR requirements.
Documentation Controls
Maintain HR documentation and records required for operational and compliance purposes.
HR Audit Support
Identify process gaps, documentation issues and areas requiring management attention.
Regulatory Update Coordination
Help coordinate relevant HR policy and process updates when applicable regulations or organizational requirements change.
05
Employee Relations & Engagement
Create a more responsive HR environment for employees and managers.
HR Helpdesk Support
Provide structured support for recurring employee HR queries and operational requests.
Grievance Coordination
Support structured handling and documentation of employee concerns and grievances.
Employee Engagement
Coordinate engagement initiatives, surveys and feedback processes where required.
Disciplinary Process Support
Support structured documentation and process coordination in line with company policy and applicable requirements.
06
Performance & Employee Development
Move performance management from an annual exercise to a structured business process.
Goal Setting
Coordinate structured goal-setting processes aligned with organizational expectations.
Performance Reviews
Support review cycles, documentation, feedback and performance tracking.
Development Plans
Identify employee development priorities and coordinate appropriate development actions.
Performance Improvement
Support structured improvement processes and documentation where performance concerns arise.
07
Training, Technology & HR Analytics
Build a better HR infrastructure around people, systems and data.
Training Needs Assessment
Identify workforce capability gaps and training requirements.
Learning Coordination
Coordinate employee training, compliance programs and skill-development initiatives.
HRIS & System Coordination
Support HR technology implementation, system processes, data management and user coordination.
HR Reporting & Analytics
Provide structured operational reports and management insights around HR activities and workforce trends.
Clear Responsibility Model
Your business stays in control. Dutybell runs the HR engine.
A successful outsourcing model requires clear boundaries. HTMS is designed to separate strategic ownership from operational execution.
Your Management Team
Focus on business direction, organizational priorities and leadership decisions.
- Business strategy
- Leadership decisions
- Organizational culture
- Final approvals
- Business priorities
- Management oversight
Dutybell HTMS
Manage the agreed HR operational processes and provide structured service support.
- HR process execution
- Employee administration
- HR coordination
- Documentation management
- Reporting & tracking
- Operational HR support
Implementation
From fragmented HR to a managed HR operation.
Our transition framework is designed to reduce disruption while creating clear operational ownership.
PHASE 01
HR Discovery & Assessment
Review current HR processes, workforce structure, systems, documentation, responsibilities and operational pain points.
PHASE 02
Service Scope Definition
Define which HR functions will be managed, what remains internal, responsibilities, workflows and communication channels.
PHASE 03
Process Transition
Establish operating procedures, documentation standards, reporting structures and service workflows.
PHASE 04
Go-Live & Managed Operations
Begin day-to-day service delivery with agreed communication, escalation and reporting mechanisms.
PHASE 05
Review & Optimization
Review service performance, identify recurring issues and improve processes as the organization evolves.
Service Governance
Managed doesn't mean uncontrolled.
Strong outsourcing requires visibility. HTMS can be structured around defined ownership, reporting and escalation mechanisms.
Defined Ownership
Clear responsibility for every agreed HR process and activity.
Regular Reporting
Structured HR reports help management understand operational activity.
Escalation Support
Define escalation routes for issues requiring management attention.
Continuous Improvement
Regular review enables process improvements as your business grows.
Is HTMS Right For You?
Built for organizations that want HR to work better.
HTMS can be especially useful when HR complexity is growing faster than your internal HR infrastructure.
Growing Businesses
Your employee count is growing and HR administration is becoming difficult to manage internally.
Lean HR Teams
Your HR team needs additional operational capacity without immediately expanding every specialist function.
Multi-location Organizations
Workforce administration is spread across locations and requires stronger process consistency.
New Business Units
You need HR infrastructure quickly while establishing a new project, branch, division or operation.
Process-heavy Companies
Payroll, employee records, documentation and HR coordination are consuming management time.
Businesses Seeking Efficiency
You want a more structured HR operation without carrying the full cost and complexity of building every function internally.
Why Dutybell
HR outsourcing should feel like an extension of your team.
The objective is not simply to outsource tasks. It is to establish a dependable HR operating layer that supports your business.
01
One integrated HR service layer
Bring multiple HR operational functions under one structured managed service relationship.
02
Business-focused delivery
HR processes are aligned with the operational realities and workforce requirements of your organization.
03
Flexible service scope
Build the managed service around the HR functions your organization actually needs.
04
Structured processes
Move away from ad-hoc HR administration toward documented, repeatable and trackable processes.
05
Management visibility
Reporting and operational reviews help management maintain visibility without handling every HR task directly.
06
Scalable operating model
The service can evolve with workforce size, locations, business requirements and organizational maturity.
Business Impact
Measure the value of better HR operations.
Your HTMS engagement can be aligned with practical operational indicators that matter to management.
HR Administrative Load
Track the reduction of repetitive HR work handled internally.
Process Turnaround
Monitor the speed and consistency of recurring HR workflows.
Compliance Visibility
Improve tracking of documentation, obligations and process gaps.
Employee Experience
Monitor HR responsiveness, support and lifecycle experience.
Recruitment Efficiency
Track workforce requirements, hiring activity and pipeline movement.
Reporting Quality
Give management clearer visibility into HR operations and trends.
Operational Consistency
Create repeatable processes across teams and locations.
Management Focus
Free leadership time for strategic business priorities.
HTMS FAQ
Questions businesses ask before outsourcing HR.
What is HR Total Managed Service (HTMS)?
HTMS is an outsourced HR operating model where Dutybell manages
agreed HR operational functions on behalf of your organization.
Depending on scope, this can include recruitment, onboarding,
employee administration, payroll-related processes, compliance
coordination, employee relations, performance management,
training, HR technology and reporting.
Is HTMS the same as HR RPO?
No. RPO primarily focuses on recruitment and talent acquisition
processes. HTMS is broader and can cover multiple HR functions
throughout the employee lifecycle. Recruitment can be included
within HTMS, but HTMS is designed as a wider HR operating model.
Can we customize the HTMS scope?
Yes. HTMS should be configured around the organization's actual
HR requirements. Functions can be defined during the discovery
and scope-setting process so that the managed service focuses
on the areas where external support creates the greatest value.
Will Dutybell replace our internal HR team?
Not necessarily. HTMS can complement an existing HR team by taking
responsibility for agreed operational processes, allowing internal
HR and leadership to focus more heavily on strategic people matters.
Can small and growing businesses use HTMS?
Yes. HTMS can be useful for growing businesses that need structured
HR operations but do not want to build every HR capability internally.
The appropriate service scope depends on workforce size, complexity
and business requirements.
Can HTMS support multi-location organizations?
Yes. A managed operating model can help standardize HR workflows,
documentation and reporting across multiple locations while
retaining appropriate local or organizational requirements.
How does the implementation process begin?
The engagement begins with discovery and assessment. Dutybell
reviews your current HR processes, workforce structure, systems,
documentation and operational requirements before defining the
managed-service scope and transition plan.
Will we receive HR reports?
Reporting can be included as part of the HTMS operating model.
The reporting structure can be aligned with the agreed scope and
may include operational activity, workforce information,
process performance and management-level insights.
Who remains responsible for final business decisions?
Your organization retains strategic and management decision-making
authority. Dutybell manages the agreed operational HR activities
and provides support, coordination and reporting according to the
defined service scope.
Can we start with selected HR functions?
The service scope can be discussed during the initial assessment.
The objective is to create a managed model that matches your
operational needs rather than forcing an unsuitable structure.
Ready to Outsource HR?
Let your leadership focus on the business. Let Dutybell manage the HR operation.
Tell us about your workforce, current HR setup and operational challenges. We can help identify which HR functions can be transitioned into a managed service model.
