A Fintech Company Cut HR Admin Time by 72% After Switching to Remire HRIS
How a 210-person fintech replaced five disconnected HR tools with one platform and gave their people team 24 hours back every month.
Industry:
Financial Technology
Team Size:
210 employees + 30 contractors
Headquarters:
London, UK
Countries:
7
Key Outcome:
HRIS Platform, Payroll Management, Onboarding, Performance Reviews, Compliance
Company Overview
A fintech company builds payment infrastructure for cross-border e-commerce. Headquartered in London with offices in Lisbon and Dubai, the company had grown to 210 full-time employees and 30 contractors across 7 countries by mid-2025.
The HR team, three people led by VP of People , was responsible for onboarding, payroll coordination, attendance tracking, leave management, performance reviews, compliance filings, and employee documentation across the UK, Portugal, the UAE, Pakistan, India, the Philippines, and Canada.
They were doing all of it across five separate tools, a shared Google Drive, and an ever-growing Slack channel called #hr-fires.
The Challenge They Faced
Their HR stack had been assembled one tool at a time as the company grew. BambooHR for employee records. A separate spreadsheet for attendance. Gusto for US payroll. A local provider for UAE salaries. Manual email chains for performance reviews. Nothing talked to anything else.
- 5 disconnected HR tools no single source of truth for employee data
- Leave balances tracked in spreadsheets, frequent errors, and disputes
- Payroll processed through 3 separate providers with no unified view
- Onboarding took 8–12 days with manual checklists and email follow-ups
- Performance reviews run via email,40% completion rate last cycle
- Compliance filings missed twice in Portugal due to manual tracking
The real cost was not just inefficiency. The team was spending an estimated 24 hours per month on tasks that should have been automated. Chasing managers for review completions, reconciling leave balances, generating offer letters manually, and re-entering employee data across multiple systems.
Two compliance filings were missed in Portugal because the local provider changed their deadline, and no one on the team caught it. That near-miss was the tipping point.
Why They Chose Remire
Priya’s team evaluated three HRIS platforms. What set Remire, a global HR solution, apart was that it wasn’t just an employee database with a dashboard on top.
One platform, not five. Remire’s HRIS consolidated employee records, attendance, leave management, payroll coordination, onboarding, performance reviews, and compliance tracking into a single cloud-based system. No more re-entering data across tools.
Multi-country payroll built in. Rather than juggling three payroll providers, Remire’s payroll management handled salary processing, tax calculations, and statutory deductions across all 7 countries from one interface.
Employee self-service. Contractors and employees could view payslips, request leave, update personal information, and generate employment verification documents on their own, without filing a ticket with HR.
Real implementation support. Remire assigned a dedicated onboarding manager for the first 60 days. Data migration, configuration, and team training were handled collaboratively, not handed off as a PDF guide.
The Solution Implemented By Remire
Remire’s rollout took three weeks. Here’s how each phase addressed their specific problems.
01
Employee Data Migration & Centralization
All employee records from BambooHR, spreadsheets, and local providers were consolidated into Remire’s HRIS platform. Contracts, personal details, compensation history, and documents in one place, searchable and access-controlled by role.
02
Onboarding & Offboarding Automation
Replaced the manual checklist with a digital workflow. New hires receive a self-service onboarding link that collects documents, triggers offer letter generation, provisions tool access, and schedules orientation, all before day one. Offboarding follows the same structured approach: exit checklists, final pay calculations, and asset recovery tracked in the system.
03
Attendance, Leave & Shift Management
Employees now log attendance through the platform with web-based check-in. Leave requests, approvals, and balance tracking are fully automated. Managers see real-time dashboards. The spreadsheet is gone.
04
Unified Payroll Processing
Remire, a global HR platform, replaced three separate payroll providers with a single automated cycle. Salary calculations, tax deductions, benefits, and multi-currency payments across 7 countries are now processed from one dashboard with one approval flow.
05
Performance Management & Reviews
Rolled out goal-setting, 360-degree reviews, and manager check-ins through the HRIS. Automated reminders replaced the email follow-ups that had produced a 40% completion rate. Review cycles now run on schedule with structured data HR can actually use.
06
Compliance & Reporting
Real-time dashboards track compliance deadlines across all 7 countries. Statutory filings, labor law updates, and documentation requirements are flagged proactively. The team no longer relies on local providers to communicate deadline changes.
Results
72%
Reduction in time spent on HR admin tasks
6 hrs/wk
Saved on payroll processing alone
3 days
Average onboarding time, down from 10
91%
Performance review completion (was 40%)
100%
On-time compliance filings since launch
4.6 / 5
Employee satisfaction with HR experience
Beyond the metrics, the shift was cultural. Employees stopped pinging Slack for leave balances. Managers stopped ignoring review reminders. The HR team went from fighting fires to running programs, launching a mentorship initiative, and conducting a quarterly engagement survey within three months of the switch.
Key Takeaways
Their problem wasn’t that its HR team was underperforming. It was that their tools were working against them. Five disconnected systems meant every task took longer than it should, every data point lived in the wrong place, and every compliance deadline was a manual exercise in memory.
Remire’s HRIS gave them one system that handled employee records, onboarding, attendance, payroll, reviews, and compliance, with self-service for employees and real-time visibility for managers. The team went from reactive to strategic in under a month.
“We didn’t just replace five tools with one. We replaced chaos with a system that actually runs itself. I used to spend Monday mornings reconciling leave balances and chasing review forms. Now I spend them on strategy. That’s the difference Remire made.”
VP of People
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