Reliable HR operations, with clear ownership.
Payroll, statutory compliance, benefits and employee lifecycle processes, run by a dedicated TNSL team through defined workflows, calendars, reporting and escalation routes.
An example month
Example- By 7thTax deducted at source (TDS) on salaries for the previous month (March: by 30 April)
- By 15thProvident Fund (PF) and Employees’ State Insurance Corporation (ESIC) contributions for the previous month
- 20–23Attendance and payroll inputs locked and reconciled
- 26–31Processing, validation, your approval and payslips
Red dates are the general statutory due dates; professional tax (PT) and labour welfare fund (LWF) follow each state’s calendar. Payroll dates are an example, set to your pay cycle.
Six service areas. One operating layer.
Replace a fragmented back office with one governed service, from payroll to the HR information system (HRIS) and monthly management information system (MIS) reports. Start with payroll and compliance; add the rest when you’re ready.
- 01Payroll managementProcessing, payslips and full-and-final
- 02Statutory compliancePF, ESIC, PT and LWF on a calendar
- 03Insurance and benefitsEnrolments, renewals and claims support
- 04Employee lifecycleOnboarding documents through to exits
- 05HR systems and reportingHRIS administration and dashboards
- 06Admin, helpdesk and relocationEmployee helpdesk, letters and relocation
- 01Inputs
- 02Validation
- 03Processing
- 04Reconciliation
- 05Reporting
- Payroll for approval
- Statutory filings
- Monthly MIS reports
How the service runs. The calendar above shows when the work happens.
Clear measures and a named escalation path.
You always know what is measured, and exactly who to call when something needs attention.
What we measure, every cycle
- 01Payroll processed and shared for your approval on the agreed date
- 02Statutory deposits and returns made before each due date
- 03First response to employee queries
- 04Resolution of employee queries
- 05Monthly MIS report delivered
- 06Service review held with your team
Each measure is agreed with you for your operation.
Escalation path
If an issue needs attention, it moves up a level.
- 01L1Operations executiveYour named day-to-day owner
- 02L2Account managerService owner for your account
- 03L3Service headFinal accountability
From transition to continuous improvement.
Knowledge capture first, stable operations next, and improvement as the ongoing discipline.
- 01
Transition
Knowledge capture, process mapping and standard operating procedure (SOP) documentation as we take over your HR operations.
- 02
Stabilise
Controls, checklists and calendars agreed and locked in, so every payroll and compliance cycle runs on time, month after month.
- 03
Run
A dedicated TNSL team runs payroll, statutory compliance and day-to-day HR operations under defined governance and reporting.
- 04
Improve
Dashboards, regular reviews and feedback loops drive continuous gains in payroll accuracy, speed and cost.
What changes for you
Payroll accuracy stops depending on one or two people.
Lower cost than internal team
Payroll, compliance and HR operations without building and running the team yourself.
Continuity
No single-person dependency; checklists and calendars keep every cycle on time.
Scalability
Capacity that flexes with headcount, new locations and seasonal peaks.
Single ownership
One accountable partner for all HR operations, with a named team and one escalation path.
Moving HR operations out of spreadsheets?
Start with a review of your current payroll and compliance cycle. We’ll show you the gaps and the transition plan.