AnaghaHR
HRMS & Payroll
Personnel records, India and US payroll, attendance, tax, performance, and self-service on a single employee record. Modular, so a 600-person company and a 9,000-person group can each run only the parts they need.
Workforce overview
This month · All locations
Headcount
3,482
On payroll
3,461
Attrition
4.2%
9
Integrated modules
2
Native payrolls: India + US
10,000+
Employees per tenant
99.9%
Uptime target
The problem
Payroll week is the most stressful week of the month, employee data lives in four different systems, and every statutory change means somebody re-checks a spreadsheet by hand.
Companies at this size usually get two bad options: an Indian HRMS that starts to strain somewhere past a few hundred employees, or a global suite that needs permanent consultants and treats India payroll as somebody else's problem. AnaghaHR is built for the middle — one employee record, payroll that runs natively in both countries, and a statutory engine we maintain so your team doesn't have to.
Capabilities
What AnaghaHR does
One employee record
Hire date, salary structure, shift, leave balance, tax declaration, and appraisal history all sit on the same record. No exports between systems and nothing to reconcile.
Two payrolls, natively
India and US payroll run on the same engine against the same record, rather than an aggregator stitching two vendors together behind one dashboard.
A statutory engine we maintain
PF, ESI, professional tax across every state that levies it, LWF, TDS, gratuity, and bonus, alongside FICA, FUTA and SUTA, W-2, and Form 941. When the rules move, we move them.
Analytics people actually open
Headcount, cost, attrition, and overtime against your own history, with payroll anomalies flagged before the run instead of after the complaint.
Implementation
From kickoff to your first live payroll
A named team, a fixed plan, and no consultant dependency after go-live.
Discovery
We map your entities, pay structures, shift rules, and statutory registrations, then tell you plainly what is configuration and what is genuinely custom.
Data audit
Your existing data is the long pole, not our software. We clean, de-duplicate, and reconcile it before anything gets loaded anywhere.
Configure
Pay components, approval chains, leave policies, and role-based access set up against your actual policy document rather than a generic template.
Migrate
Three full test loads, each reconciled against source, before a single live record moves.
Parallel run
Two to three complete pay cycles run side by side with your current system. We don't cut over until the numbers match to the rupee and the cent.
Go live and support
A named support contact with a written SLA and a real escalation path, not a shared ticket queue.
Modules
Everything in AnaghaHR
Modular by design: turn on only what each team needs.
Personnel Administration
One employee master: records, documents, confirmations, transfers, leave, loans, and shift assignment, with a full history of every change.
Payroll Management
Native India and US payroll, multi-entity and multi-currency, with configurable components, arrears, off-cycle runs, and full-and-final settlement inside the two working days the Code on Wages now requires.
Timeware
Attendance from biometric devices, mobile, and web. Works with the ZKTeco, eSSL, Matrix, and Suprema hardware already on your walls, and handles shifts, overtime, and regularisation.
ITware
Income tax under both regimes, investment declarations and proof collection, Form 24Q, Form 16, and challan-level TDS reporting.
AppraisalWare
Goals, continuous feedback, and 360° reviews on a cycle you configure, with calibration and a rating history that follows the employee.
SkillWare
A skills and competency inventory per employee that feeds internal mobility, project staffing, and succession planning that isn't guesswork.
TrainingWare
Training catalog, nominations, scheduling, attendance, feedback, and cost per programme.
ExpenseWare
Travel, medical, and reimbursement claims with policy limits enforced at submission, receipt capture, and routing that matches your delegation of authority.
HR Portal
Payslips, tax declarations, leave, letters, and personal data updates on web and mobile, so HR stops being a request queue.
Built for
Who gets the most out of it
Enterprises & upper-mid-market · 500 to 10,000+ employees
CHROs and HR heads
One record instead of four systems, and reporting you don't assemble by hand the night before a board meeting.
Payroll managers
Anomalies surfaced before the run, and statutory changes that arrive as a product update rather than a project you have to scope yourself.
CFOs and finance
Fully-loaded people cost by entity, cost centre, and country, reconciled against the GL instead of estimated.
IT and security
SSO, SCIM provisioning, role-scoped access, region-aware hosting, and an API for everything the interface can do.
Built for the parts of HR that carry liability
Payroll is the one system where a quiet mistake shows up in someone's bank account. Here is how AnaghaHR is built to avoid that.
Statutory changes tracked for you
The four Labour Codes, the Income-tax Act 2025, state professional tax and LWF revisions, and the US wage bases are maintained as product content with a stated turnaround. You get an update, not a project.
Region-aware data residency
India employee data can be kept in-region. As India's DPDP rules on cross-border transfer are finalised, you won't be re-architecting to meet them.
Access scoped to the job
Country, entity, and role-level visibility, so a US HRBP doesn't see Indian salary data and a payroll admin doesn't see appraisal comments.
Your data, and a way out
Export formats, timelines, and the absence of exit fees are written into the contract. Portability shouldn't be a negotiation you have while you're leaving.
Works with your stack
Two-way integration. No rip-and-replace.
FAQ
Good questions
Is payroll separate from the HRMS?
No. Payroll is a module on the same employee record. A salary revision, a shift change, and a leave-without-pay day all reach payroll without anyone exporting a file.
Can we start with just one module?
Yes, and most teams do. Payroll or personnel administration first, then attendance, then the rest. The employee record stays the same as you add to it.
Do you really run US and India payroll natively, or through a partner?
Both run on our own engine against the same employee record. Where a third party is genuinely involved (bank disbursement rails, for example) we'll say so, because 'global payroll' often means an aggregator behind a single dashboard and you should know which one you're buying.
How long does implementation take?
For a 500 to 2,000 person company with reasonably clean data, roughly 8 to 12 weeks including parallel runs. Fragmented or messy source data is what stretches that, which is why the data audit comes early and we tell you what we find before we commit to a date.
Do we have to run payroll in parallel?
Yes, two to three full cycles. It's the only way to prove a new system before you trust it with people's salaries, and we don't recommend skipping it even when a client asks.
Who is responsible if a statutory calculation is wrong?
We maintain the rules and commit in writing to an update turnaround. Statutory liability sits with the employer, as it does with every payroll vendor, but our contract states what we owe you when the error is ours instead of staying quiet about it.
Will it work with our biometric devices?
Yes, for the ZKTeco, eSSL, Matrix, Suprema, and Realtime families most Indian offices already run. Getting punches in is the easy part; turning them into payroll-ready attendance is the real work, and that's part of implementation.
We're 600 people now and want to be 3,000. Will it hold?
That's the band it's designed for. The common failure in this market is the opposite one: tools that are comfortable at 200 employees and start creaking around 500 on multi-entity payroll, reporting, and access control.
What happens to our data if we leave?
You get a complete export in documented formats, on a stated timeline, at no charge. It's in the contract before you sign rather than discovered afterwards.
See AnaghaHR in action
Book a 30-minute walkthrough on your own use case.