HR ERP

The HR ERP I designed was an internal product for ICS Outsourcing, the parent company of BCT Limited. The goal was to replace their scattered HR processes — which were spread across emails, spreadsheets, and manual tracking — with one unified system.

We started with the recruitment and selection process, giving HR teams a dashboard to post jobs, track applicants, and move candidates from shortlisting to interviews in a simple flow. Over time, the ERP was also built to cover employee records, payroll, leave and attendance, performance reviews, and training and assessments.

The focus of our process was on making it easy for HR staff to adopt quickly. The result was faster shortlisting, fewer errors, and a clearer view of the hiring pipeline for managers.

I led product design and strategy for the HR ERP, from the first workflow maps through to user acceptance testing with the HR team.

Hiring at ICS Outsourcing ran on email threads, shared spreadsheets and memory. Candidate details lived in several places, it was hard to tell which stage an applicant had reached, and managers had no reliable view of the pipeline without asking HR for an update.

Beyond recruitment, employee records and day-to-day HR tasks had the same problem: information was duplicated, easy to lose and slow to find.

I started by mapping how HR actually worked today, from raising a vacancy to onboarding a hire, and sat with the team to see where time was lost. Those workflows became the structure of the product. From there I worked in three passes: low-fidelity flows in MockFlow, high-fidelity screens in Figma, and acceptance testing with HR staff before anything was handed off.

1. Start with recruitment – the most painful and most visible process, so the quickest win.
2. One record per person – a candidate becomes an employee without re-entering anything.
3. Built for adoption – familiar patterns, plain labels and as few steps as possible.
4. Managers see the pipeline – stages, counts and status at a glance, without asking HR.

HR teams adopted the system quickly because it matched how they already worked. Shortlisting became faster, data entry errors dropped, and managers now have a clear view of the hiring pipeline. The product is still evolving, and a temporary link is available above.