Your staff admin, where your staff already are.
HRM turns the clock-in your team already does at the counter into records, hours, rosters and commission. No second system, no spreadsheet reconciled at month end, no argument about who sold what.
Requires an active Jewelry POS plan
Staff admin in a jewelry store usually lives in three places at once.
Hours in a notebook by the safe. Commission worked out from a sales report at month end. Holiday in somebody's inbox. Each one is fine on its own and impossible to reconcile together.
- Hours recorded separately from the terminal people actually clock in at
- Commission recalculated by hand, and disputed afterwards
- No reliable answer to who was on the floor when a sale or a void happened
- Staff documents and right-to-work records in a filing cabinet
Shift · Saturday 12 Sep
4 on the floorFour things, done where the work happens.
People
- Employee records, roles and start dates
- Documents, certifications and expiry reminders
- Emergency contacts and next of kin
- Employee portal for their own details
Time
- Clock in and out on the POS terminal
- Rosters by store, with cover for late openings
- Absence, holiday and lateness
- Timesheets a manager approves, not rebuilds
Pay
- Hours totalled per period, ready for payroll
- Commission calculated from the sales they closed
- Returns deducted from the commission they generated
- Export for your accountant or payroll bureau
Oversight
- Who was on the floor for any sale, void or discount
- Sales per person, per store, per period
- Role-scoped: a manager sees their own store
- Included in the same audit trail as the POS
It does not ask your staff to do anything new.
Two things your POS already records are all HRM needs. That is the whole integration — there is no import, and nothing to keep in sync.
Less month-end, and fewer arguments.
Commission stops being a negotiation
It is calculated from the sale record itself, including returns, so the number is the same whoever works it out.
Hours come from the terminal
The clock-in that already happens at the counter becomes the timesheet, instead of being written down twice.
One question, one answer
Who was on the floor, what they sold, what they are owed — from the same records the auditor will look at.
Priced as an add-on, billed with your POS.
Figures below are placeholdersHRM module
$49/location · month
Includes up to 10 staff records per location. Billed monthly or annually, on your existing cycle.
Requires an active Jewelry POS plan
Commission tracking is part of the Professional tier, so HRM builds on it rather than adding it. Compare POS tiers
Can we use HRM without Jewelry POS?
No. HRM is built on the clock-in events and sales records the POS keeps, so there is nothing for it to read on its own. An active Jewelry POS plan is required.
Does it run payroll, or feed it?
It feeds it. HRM totals hours and commission per period and exports them for your accountant or payroll bureau. It does not calculate tax or make payments.
How is commission worked out?
From the sale record, using the salesperson already attached to it. Returns are deducted from the period in which the commission was earned, so a refunded sale does not stay paid.
Can staff see each other's hours or pay?
No. The employee portal shows a person their own record. Store-wide figures follow the same role scoping as the POS — a manager sees their store, an owner sees all of them.
What if we have more than ten staff at a location?
Additional staff records are charged in blocks. The exact banding is being finalised, so ask us for a figure for your headcount rather than relying on the placeholder above.
What happens to the records if we switch HRM off?
They stay with your account, and your POS is unaffected. Switching HRM back on later picks up where you left off.
Add it when the team grows, not before.
Start with the counter. HRM is a switch in your account on the day the spreadsheet stops coping.