Pay starts with hours.
Planned and worked hours sit alongside compensation and market data, revealing what the workforce actually costs.
SalaryTalent
Pay is the foundation. Now it’s built into every workforce decision.
When schedules, hours, leave, and pay context live in different systems, teams see coverage, compliance, and labor costs too late. SalaryTalent™ Workforce Management brings planned and worked hours together, from roster to sign-off. Build the schedule, enforce the rules, and know what your workforce costs before payroll runs.
What it powers
Know what every hour costs before payroll runs.
Build the schedule, track the hours, and see cost and risk before they land. SalaryTalent Workforce Management connects planned and worked hours from roster to sign-off, with structured leave and overtime rules that help enforce policy as written. See coverage gaps, overtime, and leave liability early—while there’s still time to act.
One chain from roster to sign-off.
Shifts are planned, worked, flagged, approved, and locked without reconciling separate tools.
Compliance rules come structured.
Statutory leave, multi-state overtime, and credential requirements are enforced as written.
See the cost before it lands.
Surface coverage gaps, overtime exposure, and leave liability while there’s still time to act.
Plan the hours. Track the work. Know the cost.
Bring scheduling, time, attendance, and leave into one workflow so you can manage coverage, compliance, and cost.
Leave policies + overtime rules
Every policy works the way you wrote it.
Ten days of PTO a year, twelve weeks of FMLA in a rolling window, and three days per bereavement are different rules. Most systems force them into one accrual engine and leave HR to manage the exceptions. SalaryTalent sets each one up as its own policy, and statutory templates fill in anything you haven't written yet.
Overtime follows each state's law automatically, including daily thresholds, double time, and seventh-day rules. Hiring in California doesn't mean a retro pay run. And because these rules sit on the same platform as your pay data, you see the labor-cost impact before payroll closes, not after.
Set the rules once. Pay it right every time.
Staffing standards + credential checks
The right people on every shift, qualified and accounted for.
Set the rule once for each job, including how many people each shift needs and what credentials they must hold. Rules can scale with volume. SalaryTalent recalculates the requirement every week against actual demand, so coverage gaps show up before the schedule is published.
Anyone whose certification is pending or expired can't be assigned, and a schedule with a compliance gap can't be published. Staffing matches demand, compliance risk is caught early, and you stop paying premium rates to cover gaps that were visible days ago.
Staff to the standard. Every shift, every week.
Shift availability + open shifts
Schedules built around your people.
Employees set their availability once, whether that's a recurring rule like every Tuesday evening or a one-off date range. The schedule is built around it, instead of around a text message the manager can’t remember. When plans change, employees request swaps directly and see what needs their action and what's waiting on others.
When a gap opens, it gets posted and claimed. Only employees with the right credentials and availability see an open shift, so whoever picks it up can work it. That means fewer Monday-morning scrambles and less premium coverage bought by default.
Coverage handled by the people it affects. Managers get their mornings back.
How we compare
Every talent decision now made with the full compensation picture.
Make every talent decision with the full picture — your workforce, pay, cost, and the real-time market. That means faster decisions with fewer surprises: you catch a pay equity gap before it becomes a retention problem, price a new role without waiting on next quarter's survey, and know what a promotion or hire actually costs before you commit to it. Less time spent reconciling data across systems, more time spent on the decision itself.
Wherever you sit, working from the same data changes the outcome.
Comp builds the range. HR makes the offer. Finance approves the budget. Legal checks the risk. When all four are working from the same numbers instead of four different spreadsheets, decisions move faster and hold up better — for everyone involved.
HR Leader
Faster decisions and fewer surprises.
Make talent decisions with the full picture — workforce, pay, and market context across hiring, performance, promotions, retention, and the human + AI workforce.
CHRO
Talent strategy that connects cost and risk.
See the business impact of a talent decision before you act, have clearer conversations with the board and CFO, and gain early visibility into cost and risk.
Total Rewards Leader
Trusted pay intelligence in every decision.
Extend the pay and market guidance you already trust into offers, performance, promotions, and workforce planning, so you have less spreadsheet work and decisions that are easier to defend.
HR Tech Leader
One connected data foundation.
Workforce and compensation context stay consistent across AI and workflows, with integrations to the systems you already run, resulting in cleaner data and faster adoption.
CFO
Cost and risk visibility, before approval.
See the labor-cost and risk implications of hiring, merit, promotions, and workforce plans before you commit budget with fewer disconnected tools and stronger audit readiness.
Legal
Risk visibility while there's still time to act.
See pay-equity, compliance, and market implications early — while hiring, promotion, and pay decisions can still be changed.
“SalaryTalent is a holistic solution. It has all the products you need in one. It can work for lean teams that need a one-stop solution, to an enterprise platform that can scale, but is still rooted in compensation. You can make intelligent decisions on your hiring, stay competitive in the market, and remain equitable with your current employees.”
Organizations getting pay right with Salary.com
