Practice and project structures
Represent formal reporting alongside project, client, cost-centre and approval relationships.
HRMS for consulting and professional services
Connect people operations with project-aware workforce visibility.
Manage employee data, project time, expenses, hiring, performance and workforce cost for consulting, legal, accounting, design and other professional service teams.
No generic sales tour Built around your workflows
Contextual workforce operations
The Head of HR context
Professional services HR leaders need to support rapid staffing changes, manager quality and employee development while Finance watches utilisation and people cost closely.
Configure byLocationWorkforce groupRoleShiftEntityPolicy
The Professional Services workforce model
The operating patterns the system needs to recognise.
A credible industry configuration begins with how work, ownership and employee service actually happen.
Time and expense intensity
Connect timesheets, claims and approvals to the right project and Finance context.
Feedback-rich careers
Carry project feedback into goals, reviews, development and career conversations.
Rapid team movement
Keep managers, projects, locations and cost ownership current as engagements change.
Professional Services workforce challenges
Where process complexity usually accumulates.
The product scope should focus first on the handoffs and exceptions that create operating risk.
Project movement
Employees move between clients, teams and managers frequently.
Timesheets and expenses
Project data, claims and approvals affect both billing and employee experience.
Talent development
Career progression and capability growth are central to retention.
Manager consistency
Distributed project leaders need simple, accountable people processes.
Recommended capability map
Connect the workflows that define the employee experience in this industry.
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Employee and project dimensions
Maintain clear employee, team and reporting relationships.
Project-linked expenses
Route claims by client, project, cost centre or policy.
Goals and development
Connect project feedback to broader performance and career plans.
Role-specific hiring
Track requisitions and candidate quality across specialist roles.
Workforce and cost insight
Review headcount, movement, hiring and people cost by practice.
Employee experience
Listen to teams during demanding project cycles and transitions.
Representative operating scenarios
See how duoHR can support a real professional services workflow.
Use scenarios like these in the product demonstration to test policy depth, ownership, exceptions and downstream impact.
Staff an employee to a new engagement
Update project context, approvers, cost centre, timesheet and goals without losing the formal employee record.
Close weekly timesheets
Identify missing entries, excessive hours and pending approvals before Finance or payroll uses the data.
Convert project feedback into development
Bring authorised feedback into a broader performance conversation and agreed learning plan.
Review practice health
Compare headcount, hiring, movement, people cost, attrition and manager completion across practices.
Desired operating outcomes
Build a more visible, accountable workforce operation.
Clearer workforce movement Faster expense approvals More useful performance conversations Better practice-level people visibility
Head of HR measures to review
Headcount by practice Time-to-staff Expense approval time Review completion Regretted attrition People cost by unit
Role-based operating views
Give each stakeholder the context required for their responsibility.
Head of HR
Talent movement, retention, manager quality, hiring and people cost by practice.
Practice leaders
Team composition, staffing actions, goals, reviews and upcoming capacity changes.
Project managers
Timesheets, expenses, feedback and project-linked approvals.
Employees
Assignments, time, expenses, goals, development, documents and HR service.
Suggested rollout
Implement around representative operating scenarios.
The final sequence depends on current systems, data quality and payroll complexity.
01
Map practices, projects and approval roles
Agree structures, policy owners and success measures.
02
Connect employee, expense and payroll data
Configure and validate with business owners.
03
Launch performance and manager workflows
Run a controlled pilot and resolve edge cases.
04
Add practice-level analytics
Scale with adoption and operating governance.
Professional Services questions
Evaluate the product in the context of your workforce.
Bring policies, representative edge cases and actual owner roles into the evaluation.
Can project managers approve time without seeing sensitive HR data?
Yes. Permissions can grant the project actions required while restricting unrelated employee and payroll information.
Can feedback from several projects inform one review?
The performance process can collect authorised inputs from multiple contexts and leave final evaluation with the accountable manager.
Can expenses carry client or project dimensions?
Yes. Claims can capture configured project, client, cost-centre and policy context for reporting or export.
Explore another workforce pattern
All industries Compare adjacent industry operating models.
Professional Services product walkthrough
See duoHR through a professional services operating scenario.
We’ll focus on workforce groups, locations, attendance, payroll inputs, approvals and the leadership view that follows.