The module spans six connected domains under one roof. Employee master data holds the personal, employment, compensation and organisational-structure record for every worker. Payroll calculates salary, applies deductions and tax, and produces payslips. Time and attendance captures clock in and clock out events, assembles timesheets, manages leave and plans shifts. Recruitment runs job postings, applicant tracking, interview scheduling and offer letters. Talent management covers performance reviews, goals, competencies and succession planning. Training and development tracks courses, certifications and completion.

Rather than six loosely joined tools, these domains share one employee spine, so a candidate who accepts an offer becomes an employee without re-keying, hours worked feed the payroll run for the same person, and a competency identified in a review can drive a training enrolment. The intent is a single coherent workforce record rather than a set of departmental silos that have to be reconciled after the fact.

The central entity is the employee, a durable record that carries personal details, one or more employment relationships, a position in the organisational hierarchy and a compensation package. Employment data captures contract type, start and end dates, working pattern and reporting line, while the org-structure dimension expresses departments, positions and the manager relationships that approvals and succession planning depend on. Compensation records the pay elements, rates and effective dates that payroll consumes.

Around that spine sit the operational entities. Time and attendance produces attendance events, timesheets, leave requests and balances, and shift plans. Recruitment introduces the job posting, the applicant and the application as it moves through the pipeline, along with interview and offer records. Talent adds review cycles, goals, competency assessments and succession candidates, and training adds courses, enrolments and certifications with completion status. Because a candidate, an employee and a former employee are the same person viewed at different lifecycle stages, the model treats them as continuous rather than as disconnected records, which keeps history intact across the whole journey.

Recruitment runs as a pipeline. A job posting is published, applicants are tracked against it, interviews are scheduled, and a successful candidate receives an offer letter. On acceptance, onboarding converts the applicant into an employee, seeding the master record, the org placement and the compensation package so that no detail is entered twice.

Day-to-day operations centre on time. Employees clock in and out or record hours on timesheets, leave is requested and approved against balances, and shifts are planned and published to the people who will work them. These captured hours become the raw input to two downstream processes: the payroll run, which calculates gross pay, applies deductions and tax and issues payslips, and project time booking, which attributes labour to the work that consumed it. Talent runs on its own cadence, with review cycles that set goals, assess competencies and feed succession planning, while training enrolments track through to certification. Each workflow carries its own approvals, so leave, offers and payroll each pass through the appropriate manager or administrator before they take effect.

Payroll is where the module has to be exact. A run resolves each employee's gross pay from their compensation elements and captured time, then applies statutory and voluntary deductions and computes tax according to the applicable rules before arriving at net pay and producing a payslip. Because the results are money, the calculation is designed to be transparent and reproducible: every figure on a payslip should trace back to a rate, a rule and a period, so an administrator can explain any line to an employee or an auditor.

Controls sit around the run rather than being bolted on afterwards. Compensation changes are effective-dated so a mid-period adjustment lands in the correct run, leave and attendance are reconciled before pay is calculated, and the run itself is a reviewable step that is approved before it posts. When payroll completes it generates payroll journals for the general ledger, keeping the cost of employment, the associated liabilities and the tax withheld in step between the workforce record and the accounts. Access is scoped so that sensitive compensation and payroll data are visible only to the roles that need them.

The module earns its place by feeding and drawing on its neighbours. It posts payroll journals into Accounting and Control, so salary cost, employer liabilities and withheld tax reach the ledger as structured entries rather than manual postings, and the finance close reflects labour cost without a separate reconciliation. Captured time flows into Project Management as time booking, attributing hours and their cost to the projects and tasks that consumed them, which lets project profitability rest on the same numbers that drive pay.

It also acts as the identity authority for people-related transactions elsewhere. Expense Management performs employee lookup against this module, so claims, approvers and reimbursement routing all resolve to the one authoritative record. Because org structure and reporting lines live here, the manager relationships that other modules use for approval routing stay consistent across the suite. The result is that the workforce is defined once and reused everywhere, rather than maintained differently in each place it is needed.

Nashua 360 treats AI Workers as first-class users, and in this module they operate across the whole lifecycle. Through conversational query, a manager can ask for headcount by department, remaining leave for a team or the status of an open requisition and get an answer drawn from live module data without building a report. Workers also perform document and data extraction, reading incoming CVs to populate applicant records, parsing signed offer letters and pulling structured fields from certificates so recruitment and training records stay current with less manual entry.

They carry real operational weight. A Worker can execute actions such as scheduling an interview, enrolling an employee on a course or preparing a payroll run for review, always within the same permission and approval boundaries that apply to a human. Their anomaly and exception alerting watches for the things that quietly cause problems: a payroll figure that deviates from an employee's history, negative or impossible leave balances, missing clock-outs, or certifications about to lapse. For decision support, a Worker can surface succession gaps or flag pay changes that fall outside policy before they post. Most consequentially, a Worker can serve as a review or approval node in a workflow, checking a run or an offer against policy and either clearing it or escalating to a person, so routine cases move quickly while genuine exceptions still reach human judgement.