Moovi HR, your people on the same record as the work.

The problem

People are the largest controllable cost in a removals business, and in most firms they are managed furthest from the system that runs the work. The roster lives on a whiteboard or a spreadsheet. Licence, CPC and medical expiries sit in a folder someone remembers to check. Holiday requests arrive by text and are approved from memory, which is how two people end up booked on the same Saturday. Hours are reconstructed at the end of the week from what the crew say they did, and then typed into payroll by hand. And where a separate HR system does exist, it has no idea which jobs are on, so the roster and the actual work are kept in step manually, every week, forever.

How Moovi does it

Moovi HR holds one record per person and connects it to everything that record touches: the jobs they are booked on, the vehicles they are licensed for, the depot they work from, the hours they actually worked and what those hours cost. Nothing is re-keyed between the roster, the operation and the pay run.

• Staff records. Contact details, job roles (driver, porter, supervisor, warehouse, surveyor, office), home depot, base postcode, emergency contact and a contracted-hours pattern set per weekday. Both a day rate and an hourly rate are held, and the cheaper of the two is applied.
• Subcontractors modelled properly. Flagged as subcontractors and linked to their supplier, and costed through the same route as employees.
• Licences and tickets. Multiple licence classes per person (B, C1, C, C+E, forklift), each with its own number and expiry, with Driver CPC and driver medical expiry tracked separately.
• Certifications and vetting. DBS, manual handling, first aid and HSE training, with issue and expiry dates, certificate number and the uploaded document. BS 7858 screening is modelled in full: screening level, years of history covered, the conditional-start clock, full-clearance and re-screen due dates, employment-gap flag and retention date.
• Rostering that follows the work. Shifts carry date, start, end and depot, and are either created by hand or derived automatically from the jobs someone is booked on. Staff confirm their own shifts.
• Leave with an approval chain. Annual leave, sickness, unavailable and training, as date ranges moving through pending, approved or rejected. Approved leave removes that person from the allocator's pool for those days.
• Time clock with geofence. Clock in and out at a shared station with a personal QR badge, or on a device. Every punch records the time, the method, the device, GPS coordinates and whether it fell inside the site's geofence.
• Timesheets built from the punches. Worked minutes, break minutes, jobs completed and flagged discrepancies for the period. Submit, then approve, decline or override, with the employee confirming or querying their own before it is paid.
• Payroll hand-off. Approved timesheets become pay rows against configurable pay codes, formatted per vendor by an adapter layer, then exported and committed, or pushed straight into BrightPay. Each person can hold a different employee code per payroll vendor.
• Skills matrix. Rated skills per person, internal only. Staff do not see their own ratings.
• Onboarding checklists. A per-person task list with a seedable default set, every item stamped with who completed it and when.
• Self-service and a live dashboard. Each person can clock in and out, see and confirm their shifts, request leave and confirm or query their timesheets. The office sees who is on shift today, who is yet to clock in and who is late.