Automate HR the Way You Have Automated Your Orders
Your orders move through warehouse software, riders are dispatched by an app and tickets are routed by a tool, while HR runs on spreadsheets. Our HR technology and automation services help you decide what to digitise first, capture each person once, match agency files automatically, onboard in bulk and let the floor use a phone. We configure workflows on the GullyHR platform or on the system you already use.
Not sure what you need? Tell us about your business in six short steps and we will come to the first meeting prepared.
Share your requirementsThe starting point
Is HR the Manual Part of an Automated Business?
Orders per hour are known precisely and the number of people behind them is not joined to that data. The same new picker may be keyed into attendance, payroll and the agency's list by three different people.
We help you choose a sensible order of digitising, then set up the workflows.
You may be experiencing:
- The same joiner's details entered in several places, with corrections after each re-entry.
- Agency files matched by hand each week against attendance and invoices.
- Productivity data in one system and people data in another, so output per head cannot be seen without a manual join.
- Approvals for leave, overtime and transfers running over chat, and lost when a manager is away.
- Bulk onboarding done on paper at the gate, with data keyed in afterwards.
- Floor staff with no way to see their own roster, attendance or balance without asking a supervisor.
- A system bought for the head office that nobody on the floor can use, so shadow sheets grow beside it.
What we can help with
Our HR Technology and Automation Services for E-commerce and D2C
Process and System Review
Map how HR data moves today, from the gate to payroll and from the agency to the invoice, and note where it is typed again, lost or contradicted.
Single Employee Record
Design one master record for employees, agency staff and delivery partners, captured once at joining and used by attendance, payroll, access and reporting.
Bulk Onboarding Workflow
Configure a batch route for peak joiners with document capture, same-day activation of shift, access and payroll data, and a check for what is missing.
Attendance and Roster Workflows
Set up attendance capture, roster publishing, swaps and overtime requests, with approvals and cut-offs, in a form that works at warehouse scale.
Agency Reconciliation Automation
Match agency deployment files, attendance and invoice lines on a regular cycle, and flag differences before payment.
Approvals and Self-Service
Move leave, overtime, transfer and letter requests into approval workflows, and give employees phone-based access to their own roster, attendance and balance.
People and Productivity Link
Join headcount and attendance data to the output and ticket data you already hold, so labour per order is visible by centre and shift.
Data Migration and Rollout
Clean and move existing records, plan a pilot at one centre, train supervisors and set the sequence for wider rollout.
The deliverables
What You Receive
Depending on scope, your engagement can include:
- A map of HR data flows and the manual steps within them.
- A scope and module plan in priority order.
- A single-record design and field list.
- A bulk onboarding workflow design.
- Attendance, roster and approval workflow specifications.
- An agency reconciliation routine.
- A data migration plan.
- A rollout sequence, starting with a pilot.
Step by step
How We Work
Follow the Data
We follow a worker's data from offer to payroll and from the agency to the invoice, and count the points where it is re-entered.
Decide the Order
We rank what to digitise first by effort saved and errors avoided, with you deciding scope and budget.
Design the Workflows
We specify the records, approvals, reminders and reports, and configure them on the GullyHR platform or your existing system.
Pilot at One Centre
We run a full month at one centre, gather feedback from supervisors and floor staff and adjust.
Roll Out and Review
We extend by centre and check re-entry, correction counts and close time against the baseline we recorded at the start.
The difference
Capture Once, Use Everywhere
Well-chosen automation helps you:
We do not promise outcomes. We record a baseline before work starts, covering places each worker's data is entered, manual corrections per month, time to onboard a batch and time to match agency invoices, and report against it, so you can see what changed and what did not.
- Capture a worker's data once.
- Reduce hand matching of agency files.
- Onboard peak batches faster.
- Move approvals out of chat.
- Give the floor a simple phone view.
- See labour and output side by side.
Find your fit
Who This Service Is For
Multi-Centre Fulfilment Networks
Replace sheets with a record all centres share.
Businesses Using Agency Labour
Reconcile suppliers without a weekly manual job.
Support Operations Running Shifts
Move rosters, swaps and attendance out of chat.
Quick-Commerce Operators
Run dozens of small sites on one workflow.
Fast-Growing D2C Brands
Choose the first system sensibly, and avoid buying features you will not use.
How it usually shows up in e-commerce and d2c
An e-commerce company's operations are highly automated: orders flow through warehouse software, riders are dispatched by an app and tickets are routed by a tool. HR, by contrast, can be a set of spreadsheets. The same new picker's details are keyed into attendance, payroll and the agency's list. Agency files are matched by hand each week. Orders per hour are known precisely and the number of people behind them is not joined to it. The corrections that follow each re-entry are a large part of HR's week.
Common challenges
Where it goes wrong in e-commerce and d2c
HR is the manual part
Orders are automated and people records are typed by hand.
Data is entered in several places
The same person is keyed into attendance, payroll and the agency's list. Each re-entry is a chance for a typing mistake, and each mistake is a payslip query.
Agency files are matched by hand
Each week someone compares the agency's list with the company's.
Productivity and people data are separate
Orders per hour are known and the people behind them are not joined to it.
Mobile apps for staff are built for the office
They need a login on a shared phone or a long form, which a picker on shift cannot use.
Rider data sits with the platform or agency
HR cannot see attendance, incidents or payouts without asking another party.
A better process
What a working version looks like
- 01
Capture a person once
One record that feeds attendance, payroll and the agency reconciliation. The HR process automation work starts here.
- 02
Automate the agency match
Import the agency's file and compare it with your attendance automatically each week.
- 03
Join people and productivity
Hours worked next to orders per hour and errors, by shift.
- 04
Give the floor a phone-based tool
Simple, fast and in the local language. GullyHR software is built for this.
- 05
Test the HR app on the floor
Try the tool with real pickers and riders on their devices and in their language, and fix what fails.
- 06
Get data access agreed upfront
In agency and platform contracts, agree what data you receive, in what format and on what schedule.
What to check this week
- Count how many times a new picker's details are keyed in.
- Ask how long the weekly agency match takes.
- Check whether hours worked can be compared with orders per hour.
- Ask a packer whether they can see their attendance and pay on their phone.
- List the HR tasks that are done by copying between spreadsheets.
- Ask whether HR can see rider attendance and incidents without asking the agency.
What this looks like in e-commerce and d2c
The parts of hr technology and automation that are specific to this sector, rather than general.
Systems That Scale for Peak
Onboarding three hundred people in a fortnight.
What this coversHide
Systems That Scale for Peak
Onboarding three hundred people in a fortnight.
An e-commerce HR system is judged on one thing: whether it can absorb a peak ramp without the process collapsing into spreadsheets.
- Bulk onboarding with document capture at scale
- Same-day joiner activation across shift, access and payroll
- Temporary, agency and permanent handled as distinct categories
- Shift roster publishing to a large frontline workforce
- Attendance capture that works at warehouse scale
- Ramp-down and release processed in batches
- Rehire lists carried between seasons
- Agency billing reconciled against deployment records
Carrying the rehire list between seasons is the capability that compounds. It is also the one most commonly lost, because peak systems are treated as temporary and cleared down afterwards.
Questions on this, in e-commerce and d2c
No. We can configure workflows on the GullyHR platform or on a system you already use, depending on what suits you. Our advice is about workflow and data design and not about selling a particular tool.
It can, if the process is designed for batches: bulk document capture, same-day activation and a check for gaps. We design and test the workflow with a realistic batch before the season.
View rosters, attendance and leave balance, and raise requests, depending on the setup. We configure what is useful for your teams and keep it simple, since some floor workers use only a basic phone.
Joining people data to output data is a design step we plan with you. The feasibility depends on the systems you run, and we state what can be done, and what needs your technology team, at the outset.
We review them, clean what is wrong, agree the fields and move them in a trial run before the real one. Differences found in the trial are corrected and recorded.
With the record and the process that costs the most hours, for example attendance and agency reconciliation. A pilot at one centre shows what works before a wider rollout.
One full month at one centre, so that attendance, leave and payroll inputs all run through the workflow at least once. Longer or shorter depends on the number of workers and the state of your data.
We keep the first workflows simple, train supervisors on the few things they must do and give them a quick reference. Complexity is added only when the basics are being used reliably.
Hold one record per person, capture attendance reliably and reconcile agency hours automatically. These remove the most manual work and the most disputes.
Yes, if the shift and person are common between systems. It lets you see hours, orders per hour and errors together.
If it is on a phone, quick and in their language, yes. It must save them a visit to the office.
No. Start with attendance, records and agency reconciliation. Leave anything the floor will not use.
Capturing a person once. Entering the same details into several systems causes errors and delays, and fixing it gives the largest saving.
Those that are repetitive, high in volume and error-prone, like joining data entry, attendance matching and payroll inputs.
Offer a simple alternative, like kiosks, supervisors' devices or SMS, so no one is left out.
Bring HR Up to the Level of Your Operations
Tell us how HR data moves today, and we will help you decide what to automate first.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
The general method — what hr technology and automation covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr process automation page. What is above is the part that differs for e-commerce and d2c.
To run this in a system rather than on paper, see gullyhr software.
Other HR topics for e-commerce and d2c
Selling a particular kind of product?
We have HR pages for 78 product categories, from footwear to software, and 436 subcategories within them.
We set up the interview and hiring process for e-commerce and d2c
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for e-commerce and d2c, or another industry.