Humavera vs JustLogin

At thirty people, HR software has one job: pay everyone correctly and track who's off. Anything more is overhead, and a focused product that does those two things well is exactly the right purchase.

Somewhere between a hundred and three hundred people, the job changes. Not suddenly — gradually, in ways that show up as spreadsheets.

You start running real performance cycles instead of an annual conversation. Someone asks who could step into a role if a manager left. You open an office in a second country, or a second legal entity, and discover your reporting doesn't consolidate. Finance asks for a headcount and cost breakdown you can't produce without exporting to Excel. A manager wants to know which of their team have the skills for a project you're staffing next quarter.

None of that is a payroll problem. It's the point at which HR stops being administration and starts being a function — and it's the point where a payroll-and-attendance product runs out of room.

Humavera was built to cover both halves. Payroll and attendance done properly, and the rest of HR in the same system when you need it.

Ten countries run on Humavera's own statutory engines, all in the plan: the United Kingdom, the United States, Saudi Arabia, the United Arab Emirates, Egypt, Qatar, Kuwait, Bahrain, Oman and Côte d'Ivoire.

UK PAYE with National Insurance. US federal, state and local withholding. Progressive bands and reliefs, social insurance ceilings, contribution splits, end-of-service gratuity. 155 currencies at the right precision.

What matters as you grow is what sits around the calculation: flexible earnings, deductions and employer contributions. Regular, off-cycle and supplemental runs. Final settlement. Loans and advances with a repayment engine. Bank files in whatever format your bank wants. And consolidated reporting across several legal entities at once — one group, one report, without exporting anything.

Whoever prepares a run can't approve it. That separation is enforced by the system, not written in a policy nobody reads.

Attendance feeds it directly: app clock-in, ZKTeco and eSSL devices natively with other brands through a gateway, geofences, grace and rounding rules, overnight shifts, missing punches, regularisation requests, and overtime at a configurable multiplier that lands in the payroll run without a re-entry step. Shift scheduling sits in the same place — templates, patterns, coverage rules, shortage alerts, swaps and open shifts, with an AI shift manager that proposes a schedule.

This is where the two products diverge most.

Performance. Review cycles with configurable rating scales. Goals and OKRs with weighting enforced at two levels. Operational KPIs with periodic readings. 360 feedback, continuous feedback, 1:1 check-ins, calibration sessions between managers, and performance improvement plans.

Learning. A course library, learning paths, instructor-led sessions, assessments, certifications, mandatory training rules, training budgets, and AI-generated course content — inside the platform, not a separate tool to buy and connect.

Skills and careers. A skills and competency library with proficiency scales and gap analysis. Career paths and development plans. Succession planning, so you can answer the 'who could step in' question before you need to. And an internal opportunity marketplace where your people apply for gigs, projects, secondments and full roles inside the company, each with its own acceptance path.

All of it on the same employee record as payroll and attendance. All of it in every plan, at every size — so it's there the day you need it rather than a migration project later.

The workflow designer is visual, with eight step types including approval, condition, branch and parallel. 183 events across the platform can start a workflow automatically — a hire, a leave request, a probation date, a contract expiry, a payroll run, a document acknowledgement.

Workflows are versioned, checked for closed loops, and can be simulated before you switch them on, so you see exactly what will happen before it happens to a real employee. SLAs and escalation are built in. You can also describe what you want in plain language and let AI build the workflow for you.

Because everything runs on one database, a single workflow crosses areas that would otherwise be separate systems. A confirmed probation can update a pay element, assign a training path, notify a manager and file a document — one flow, nothing to integrate.

A report designer across twelve data areas with filters, grouping and aggregate functions. A presentation designer for tables, charts, KPI tiles, images and page breaks at A4 or Letter. Export to CSV, Excel or PDF, scheduled daily, weekly or monthly, shared with everyone, with a department, or with named people, and scoped per legal entity.

The part worth pausing on: a report runs with the permissions of whoever reads it. Share a report with a department head and it cannot show them a salary they aren't entitled to see. Permission is enforced on the data itself, not on the screen displaying it.

Most systems guard the page and leave reports as a side door. We closed it.

Humavera's assistant answers HR questions from your own live data, using twelve data tools that respect each user's permissions — so it can never surface something the person asking isn't allowed to see. Alongside it: flight-risk indicators, predictions, suggested action plans, and bias monitoring on AI-assisted decisions.

There's a transparent credit system, so you can see what each feature costs and allocate credits across your team.

Every plan. Every user. Not an upgrade, not an add-on.

English, Arabic and French, with genuine right-to-left layout — built for it, not translated into it. Multi-currency and multi-timezone throughout, with statutory profiles per legal entity.

The iOS and Android app is white-label: your company's name, your company's brand. Your people open your app, not ours.

Hosting in the EU (Germany) or Singapore.