The HR team worked across six disconnected tools: payroll in one system, KPI tracking in another, vacation requests by email, and documents in shared folders. As the company grew, payroll data stopped matching KPI reports, vacation balances were calculated by hand, and answering “How many employees are on leave this week?” took several people and nearly an hour.
We replaced the six tools with one HR management platform in Go and Vue.js: employee profiles, payroll accruals, KPI, schedules, vacations, HR documents, and workforce analytics, with role-based access, protected storage for sensitive employee files, and ERP synchronization.
This project is presented in a generalized form. Some details and identifying elements are intentionally omitted due to confidentiality requirements and NDA restrictions.
HR software built as one operational platform for people, documents, and analytics
- Six disconnected tools replaced by one platform.
- Monday reporting went from two hours to twelve minutes.
One HR workspace covers the employee lifecycle from onboarding to offboarding, payroll-related accruals, KPI and forecasting, vacations and absences, and contracts and orders with approval routes. Access to each record and file depends on the user’s role, department, and the HR workflow it belongs to.
Project Context
In addition to operational HR workflows, the platform had to support analytics scenarios: KPI tracking, workforce forecasting, performance visibility, workload management, and decision-support reporting. It also had to integrate with ERP and internal accounting systems while securely handling sensitive files and employee data.
What Was Delivered
HR Workspace and Role-Based Access
The platform served as the main workspace for HR and personnel specialists. It supported multiple HR roles, access policies, internal dashboards, and separate views depending on user responsibilities.
- single HR workspace;
- multiple HR and personnel roles;
- role-based access control and policies;
- operational interfaces and internal views;
- dashboards and management panels.
Employee Profiles and Organizational Structure
The system included employee cards, departments, personnel profiles, and change history within the company structure. This made it possible to work with employees as part of one connected HR data model.
- employee profiles and personnel cards;
- departments and organizational structure;
- HR profiles and change history;
- employee status and movement tracking;
- linking employee records to HR and accounting workflows.
Payroll, KPI, and Workforce Analytics
The platform supported payroll-related workflows, accruals, KPI tracking, workforce analytics, and forecasting. This made it possible to connect personnel data with performance and management-level decision-making.
- payroll-related logic and accruals;
- KPI and performance metrics;
- employee and role-based analytics;
- forecasting and workforce indicators;
- linking HR data to management analytics.
Schedules, Vacations, and Employee Lifecycle
The platform included schedules, vacations, absence planning, and workflows related to the employee lifecycle. This covered onboarding, offboarding, internal transfers, role changes, and related HR actions.
- schedules and vacations;
- absence planning;
- onboarding and offboarding;
- department transfers and position changes;
- history of HR actions for each employee.
Documents, Files, and Electronic HR Workflows
HR document handling covered contracts, orders, personnel files, templates, approval flows, electronic document workflows, and file-related scenarios.
- contracts, orders, and HR documents;
- electronic document workflows;
- document templates and approval routes;
- centralized file storage;
- role-based access to documents and file-related data.
Integrations and Internal HR Data Flows
The platform was connected to ERP and internal accounting-related systems. This made it possible to synchronize data, support imports and updates, and connect HR workflows with the company’s broader internal business environment.
Technology Architecture
The platform was built on a microservice architecture using Go for backend services and Vue.js / JavaScript for the web-based HR interface. Deployment and traffic routing were handled through Docker and Traefik, while delivery pipelines were built with GitLab CI/CD.
- Go, Vue.js, JavaScript;
- RabbitMQ and Redis;
- S3-compatible object storage;
- Docker, Traefik, GitLab CI/CD;
- Prometheus, Grafana, and Loki;
- centralized logging and platform monitoring.
Asynchronous Workflows, Caching, and Testing
RabbitMQ was used for background jobs, integration workflows, HR-related asynchronous processing, and document-related tasks, where controlled load handling and reliable execution were important. Redis served as a cache layer for dashboards, UI responsiveness, and frequently accessed data.
Key business workflows, APIs, integrations, and other critical parts of the platform were covered by tests to support stability during ongoing development.
Security and Sensitive Data Access
The system worked with sensitive employee data, HR documents, and private files, so access was governed through role-based permissions and access policies.
Files were stored in a centralized S3-compatible storage layer, sensitive data was protected through encrypted handling, and file access was restricted based on role, department, and HR workflow context. Audit trails, change history, and controlled access to documents were part of the base platform logic.
Business Value
HR workflows, personnel documents, analytics, and access to HR data moved into one system.
- centralized HR and personnel workflows;
- better visibility into workforce data and HR metrics;
- reduced manual workload for HR and personnel teams;
- faster access to analytics, KPI, and forecasting;
- simplified document workflows and approvals;
- connected HR operations with ERP and internal systems;
- secure handling of files and sensitive employee data.
