Single Platform for the full people lifecycle

Rayterton PeopleOS is a unified people platform designed to support organizations at different stages of growth, from fast-growing companies to large enterprises and state-owned organizations. It provides a strong operational foundation today while remaining fully capable of supporting enterprise-level complexity, governance, and executive decision-making tomorrow.

Many organizations struggle because their HR systems are built only for their current size. Payroll tools work well at the beginning, but start to show limitations as headcount grows, structures become more complex, and leadership demands clearer insight and accountability. PeopleOS is designed to eliminate this problem by offering a platform that evolves with the organization, without forcing system replacement every few years.

Who PeopleOS Core is for

• Growing companies scaling from hundreds to thousands of employees
• Large enterprises and state-owned companies with governance needs, with employees numbering in thousands to hundred thousands.
• Organizations that want one system to grow with them, not replace every 3-5 years.

Implementation Philosophy and Experience

With Rayterton that specializes in customizing solutions to fit your needs 100%, you do not need to worry about disruption or change; the system can follow your existing business processes and operations as much as you like.

• Phased rollouts, go live on specific modules with your own pace
• Existing processes respected and emphasized
• Change requests included in maintenance; no fear of missing out important business needs during initial implementation phase

Designed for Growth, Trusted at Enterprise Scale

PeopleOS supports two common organizational realities.

For growing companies, PeopleOS Core delivers reliable payroll, structured HR administration, and manager-ready dashboards that reduce operational friction. It ensures accuracy, compliance, and visibility without introducing unnecessary complexity. Organizations can go live quickly, stabilize their people operations, and establish a clean data foundation for future growth.

For large enterprises and BUMN, PeopleOS Enterprise extends seamlessly into advanced people analytics, talent management, workforce planning, and executive governance. It enables leadership teams and boards to see people strategy with the same clarity and discipline as financial and business strategy.

Both segments use the same core platform. The difference is not capability, but how far each organization chooses to activate the platform.

Why organizations outgrow payroll-centric systems?

Many organizations struggle because their HR systems are built only for their current size. Their systems work well at the beginning, but start to show limitations as headcount grows, structures become more complex, and leadership demands clearer insight and accountability. That is because typical HR systems are centered around doing payroll. Every other feature such as employee records, recruitment, leave, etc. are made to support payroll calculations. But such systems only keep daily operations in mind, not for ease in future decision making. It is difficult to scale up and use for strategic workforce planning.

Contrast that to PeopleOS. PeopleOS doesn't just help you with doing daily Human Capital operations; it also helps you plan ahead in all facets of organizing your company's talents. We aim to provide you with a system that doesn't just record, but also provides you with actionable insights.

Begin with PeopleOS Core

PeopleOS Core is designed for organizations that have moved beyond spreadsheets and basic payroll tools, but are not yet ready to invest in complex enterprise HR systems. It provides a solid operational foundation today, while ensuring the organization will not outgrow its HC platform tomorrow. PeopleOS Core is designed as the first complete step for consolidating your HC operations.

PeopleOS Core represents the solid foundations without compromising on breadth. All facets of managing your talents are included.

Complete Core HR

Hire and Onboard

Talent Acquisition, Onboarding & Offboarding

Talent Acquisition and Onboarding in one pipeline. HR can see recruitment status, and Onboarding steps completed for those hired.

Core HR

Employee Records, Payroll, Benefits Administration, Compensation Management, Absence & Leave Management, Time & Attendance

The basic core requirements for effectively managing your workforce.

Employee Experience

Employee Self Service & Management Self Service

Offload burden from the HR team for various data requests, clerical, and administration tasks.

Talent Development

Performance & Goals, Career & Succession, Learning & Development.

A comprehensive Talent Development system allows for objective evaluation of needed skills and competencies for positions against a talent's historical performance.

Career Planning & Development

PeopleOS Career Planning & Development provides a structured, end-to-end framework to design career paths, define role expectations, map skills, and guide employee growth. By connecting job structures, competencies, and performance expectations, PeopleOS empowers organizations to build a future-ready workforce with clarity, transparency, and strategic alignment. Helping employees understand how to grow, develop, and progress with clarity.

Career Structure Pathways

PeopleOS visualizes career progression clearly across roles, levels, and functions. Employees and leaders can see structured career movements, lateral opportunities, and leadership pathways in one integrated view, enabling transparent workforce planning and long-term talent development.

Position Details

Each role in PeopleOS is defined with clear job descriptions, required technical skills, and core behavioral competencies. This ensures alignment between expectations, capability requirements, and career readiness at every level of the organization.

Job Functions and Tasks

PeopleOS breaks down each position into critical work functions, key tasks, and measurable performance expectations. Organizations gain clarity on accountability, while employees understand exactly what drives performance and career progression.

Technical Skills & Competencies

PeopleOS maps technical capabilities by proficiency level, from foundational execution to strategic mastery. This structured framework supports targeted learning, capability gap analysis, and data-driven upskilling aligned with business needs.

Generic Skills & Competencies

PeopleOS defines essential behavioral and leadership skills across progressive levels, from basic communication to advanced influence and negotiation. This helps organizations systematically develop future leaders and strengthen workplace effectiveness.

Depth, Scale, and Analytical Control for Complex Organizations

PeopleOS Enterprise builds on the complete foundation of PeopleOS Core and extends it with deeper analytics, advanced configuration, and organizational-scale capabilities. It is designed for organizations that have achieved operational stability and now require stronger control, insight, and structure to manage complexity across units, roles, and leadership layers.

Built on the same unified PeopleOS platform, Enterprise Edition does not introduce a separate system or fragmented modules. Instead, it includes features that support scale, governance readiness, and data-driven people decisions across the organization, going more in-depth in the basics already covered.

Who PeopleOS Enterprise is for

For organizations with :

• Multiple business units, subsidiaries, or locations
• More complex job grading and compensation structures
• Larger leadership layers requiring structured delegation and control
• Higher demand for analytics, reporting, and audit narratives

Typically, these organizations face these problems with managing talents :

• Employees' HR data spread across multiple locations, across separate business units or subsidiaries, each in different systems or formats. Needs manual gathering and consolidation.
• With HR busy with messy data, no time or energy is left to handle planning ahead.
• Employees lost on where to ask for their data
• Existing systems limited to handle complex organizational data

Analytics and Insights Driven

As a whole, PeopleOS Enterprise introduces analytics beyond descriptive reporting.

• Workforce trends across units, grades, and roles
• Attrition patterns and risk indicators
• Performance distribution and calibration views
• Compensation analysis across roles and organizational layers

These insights enable HR and leadership teams to move from reporting what happened to understanding why it happened and where risks are emerging.

Advanced Workforce Structure and Compensation Management

PeopleOS Enterprise supports more sophisticated organizational structures, including:

• Multi-level job grading frameworks
• Complex compensation components and eligibility rules
• Structured promotion and movement tracking
• Clear linkage between role, grade, performance, and rewards

This ensures consistency, fairness, and explainability across large and growing organizations.

Enhanced Managerial and Approval Governance

As organizations scale, informal approvals stop working. PeopleOS Enterprise introduces :

• Multi-layer approval workflows
• Delegation rules and escalation paths
• Role-based authority enforcement
• Policy-driven decision routing

This ensures decisions remain controlled, auditable, and aligned even as leadership layers increase.

Talent Management at Enterprise Depth

Building on Talent Development in PeopleOS Core, Enterprise Edition enables :

• Performance calibration across teams and units
• Enterprise-level succession readiness views
• Leadership pipeline visibility for HR and senior management
• Cross-unit talent mobility tracking

This allows organizations to manage talent not just within departments, but across the enterprise.

Auditability, Control, and Readiness

PeopleOS Enterprise strengthens audit readiness through :

• End-to-end data traceability
• Clear historical records of changes and decisions
• Structured reporting for internal and external stakeholders

This is particularly important for regulated industries, public companies, and state-owned enterprises.

Strategic Talent Suite Modules

• Talent Review & Classification - Structured talent review sessions, performance-potential analysis, and enterprise talent pool governance.
• Success Profile & Job Architecture - Success profiles per job family, role complexity mapping, and standardized job architecture.
• Strategic Workforce Planning - Talent demand vs supply analysis, critical role identification, and multi-year workforce scenarios.
• Grade & Job Evaluation - Grade descriptor engine, job evaluation scoring, and anomaly detection.
• Career Architecture - Competency-based career paths, cross-family mobility rules, and succession readiness scoring.
• Strategic Learning & Curriculum - Talent gap analysis, automated curriculum design, and leadership pipeline planning.

Designed For

CHRO, HR Strategy Teams, Talent Committee, Executive Management and Board

Talent Review (9-Box Performance & Potential)

The Talent Review module provides leadership with a clear, structured view of organizational strength by mapping performance and potential across the workforce. Executives can quickly identify high performers, emerging leaders, solid contributors, and critical risk areas, enabling data-backed decisions for promotion, development investment, and succession prioritization. This view transforms talent discussions from subjective opinions into a shared, evidence-driven dialogue aligned with business strategy.

Talent Pool & Critical Talent Overview

Talent Pool consolidates high-potential and critical talent into a single, enterprise-wide view, allowing leaders to understand where future leadership capacity truly resides. By segmenting talent based on readiness, role criticality, and strategic value, organizations gain clarity on bench strength and vulnerability. This module ensures that growth, transformation, and leadership continuity are supported by a visible and measurable talent pipeline.

Success Profile & Job Architecture

Success Profile defines what "great" looks like for each job family by formalizing competencies, leadership attributes, and experience expectations. This creates a consistent foundation for promotion, mobility, performance evaluation, and succession decisions across the enterprise. By standardizing role expectations, organizations reduce bias, improve fairness, and ensure that talent decisions are aligned with long-term organizational capability needs.

Strategic Workforce Planning (Demand vs Supply)

Strategic Workforce Planning connects business growth plans with future workforce requirements through a multi-year demand and supply analysis. Leaders can visualize upcoming capability gaps, assess workforce risks, and compare scenarios before they materialize into operational constraints. This module supports informed budgeting, hiring strategy, and upskilling decisions, positioning workforce planning as a core element of enterprise strategy rather than a reactive HR exercise.

Grade & Job Evaluation Governance

Grade & Job Evaluation provides a governance-focused view to ensure role consistency, internal equity, and structural integrity across the organization. Through distribution heatmaps and anomaly detection, leadership can identify grade inflation, misaligned roles, and post-merger inconsistencies with confidence. This module strengthens organizational credibility, audit readiness, and fairness by anchoring compensation and career decisions to a transparent evaluation framework.

Career Architecture & Succession Readiness

Career Architecture & Succession Readiness links critical roles to successor pipelines and readiness levels, giving executives a direct view of leadership continuity. By highlighting "ready now," future-ready, and at-risk positions, organizations can proactively address succession gaps before they become business risks. This module enables confident board-level discussions on leadership resilience, continuity planning, and long-term organizational sustainability.

Rayterton PeopleOS Executive Alignment & Governance Suite

Executive People Strategy & Governance System

Key Capabilities

• Executive Alignment Workspace - Strategy alignment canvas, HR-business linkage mapping, and executive decision notes.
• Organizational Diagnostic - Talent risk assessment, capability gap heatmaps, and structural issue logging.
• People Strategy Roadmap - Short, mid, and long-term initiative roadmap with priority and dependency mapping.
• People Governance Model - Decision authority matrix, governance cadence, and talent governance charter.
• Change Readiness & Commitment - Stakeholder commitment tracking, readiness scoring, and executive sign-off trail.
• Workshop Output Repository - Secure repository for alignment documents, strategy notes, and decision history.

Designed For

CEO, Board of Directors, Commissioners, and CHRO. HR functions operate as supporting administrators only.

Executive Alignment Workspace (Strategy Alignment Canvas)

The Executive Alignment Workspace provides a single, board-grade canvas where business objectives, people priorities, and leadership capability themes are aligned in one coherent view. It enables executives to see how people strategy directly supports corporate goals, while capturing executive notes and alignment decisions in context. This workspace shifts people discussions from opinions to architecture, ensuring that strategic intent, ownership, and alignment status are transparent and decision-driven.

Organizational Diagnostic - Talent Risk Heatmap

The Talent Risk Heatmap delivers an immediate, visual answer to where the organization is exposed if critical talent fails, leaves, or is underprepared. By mapping leadership risk, capability gaps, and succession risk across units, functions, and critical roles, executives can identify concentration of risk within seconds. This dashboard feels like a risk management tool rather than HR analytics, making it highly effective for board-level governance and enterprise risk discussions.

People Strategy Roadmap (Multi-Year View)

The People Strategy Roadmap presents a clear 3-5 year view of strategic people initiatives aligned to business phases and corporate priorities. It shows not only what initiatives are planned, but also their dependencies, executive sponsorship, and timing across multiple years. This roadmap demonstrates that people strategy is an integral part of corporate strategy, providing the board with confidence that decisions are structured, deliberate, and not ad-hoc.

People Governance Model (Decision Authority Matrix)

The People Governance Model defines who has decision authority over key people decisions such as promotions, succession, and restructuring. Through a clear decision authority matrix and approval flow, it makes governance explicit rather than implicit. This model differentiates PeopleOS from traditional HR systems by positioning HR as an enabler, while decision ownership remains clearly anchored at executive and board levels, which is critical for regulated and large enterprises.

Change Readiness & Commitment Dashboard

The Change Readiness & Commitment Dashboard moves strategy beyond planning into execution by tracking readiness scores, executive sign-offs, and leadership commitment across units. It answers a fundamental executive question: are leaders truly committed to the change? By making accountability visible, this dashboard reduces execution risk and ensures that transformation initiatives are supported by measurable commitment, not assumptions.

Workshop Output Repository (Executive History Trail)

The Workshop Output Repository serves as an institutional memory for strategic people decisions, capturing alignment documents, strategy notes, and decision history with clear timestamps and decision owners. This ensures that strategic intent and rationale are preserved even as leadership changes over time. The repository strengthens governance, auditability, and continuity, positioning PeopleOS as a long-term institutional system rather than a temporary management tool.