01
Monthly payroll processing
Salary computation, arrears, reimbursements, variable pay and deductions, delivered as an approval register before any money moves.
Payroll out on time, statutory filings closed before the due date
Payroll is the one HR process where being approximately right is the same as being wrong. It either lands on the agreed date with correct deductions, or you spend the next fortnight answering emails and paying interest on a late challan.
In short
What is hr operations & payroll?
HR operations and payroll management is the monthly execution engine of the HR function: computing salaries, deducting and depositing PF, ESI, professional tax and TDS, maintaining statutory registers, running leave and attendance, and settling exits. BridgePoint processes payroll against a fixed monthly calendar — inputs by the 25th, register for approval by the 28th, payslips and bank file on the agreed pay date — and closes statutory filings before each statutory due date, including PF and ESI by the 15th of the following month.
What's included
What you actually get
Every item below is part of the standard engagement, not an upsell.
02
Statutory deductions and filings
PF and ESI computed and deposited by the 15th, professional tax per state rules, TDS deposited monthly with quarterly returns and Form 16 issue.
03
Statutory registers and records
Registers of wages, attendance, leave, overtime and fines maintained in the formats an inspection under Shops and Establishments or the wage code will ask for.
04
Leave and attendance
Leave policy configured to your rules, balance tracking, encashment computation and reconciliation against biometric or roster data.
05
Full-and-final settlement
Exit settlements computed within an agreed window — notice recovery, leave encashment, gratuity where five years of service is complete, and TDS closure.
06
Compliance calendar and helpdesk
A dated calendar of every filing due in the year, plus a named contact for employee payslip, tax and PF queries.
Scope
How engagements are shaped
Up to 50 employees
Payroll only
Salary processing, payslips and statutory deductions, with your team holding inputs and approvals.
50–250 employees
Payroll and compliance
Adds filings, registers, returns and the full compliance calendar under our ownership.
250–1,000 employees
Full HR operations
Leave and attendance, onboarding and exit documentation, employee helpdesk, MIS and audit support.
Multiple locations
Multi-state operations
State-wise professional tax, minimum wages, Shops and Establishments registrations and contract labour records.
Deliverables
- Payroll register for approval before disbursement, every cycle
- Payslips, bank transfer file and monthly payroll MIS
- PF, ESI, professional tax and TDS challans with filing acknowledgements
- Statutory registers maintained in inspection-ready formats
- Full-and-final settlement statements within the agreed window
- Dated annual compliance calendar with filing status tracking
Scope and deliverables are confirmed in writing before work begins. If something here does not apply to your situation, we take it out rather than bill for it.
Process
How the work runs
01
Understand
A working session on what you actually need — the role, the mandate or the outcome. We put the brief in writing and you sign it off before work starts.
02
Plan
A scoped plan with owners, timelines and the numbers we will report against. If the brief is unrealistic on budget, market or timeline, we say so here.
03
Execute
Delivery against the plan, with a weekly written update whether or not there is good news. Silence is not a status report.
04
Review
Results measured against what we agreed at the start, with an honest read on what worked, what did not, and what we would change next cycle.
FAQ
HR Operations & Payroll — questions
How do you transition payroll from our current process?
Two to four weeks. We take employee master data, salary structures, YTD figures and open balances, configure your leave and reimbursement rules, then run one parallel cycle alongside your existing process and reconcile the variance before cutover. Mid-year transitions need YTD tax data or Form 16 issue breaks.
Which statutory obligations do you handle?
Provident fund and ESI including monthly ECR and returns, professional tax by state, TDS deposit with quarterly 24Q returns and Form 16, gratuity computation, bonus under the Payment of Bonus Act, and the wage, attendance and leave registers required under Shops and Establishments and applicable state rules.
Who is liable if a filing is late?
Statutory liability sits with the employer — that is how the law is written, and no vendor contract changes it. What we take on is the operational commitment: filings closed before due date, and where a delay is caused by us, the interest and penalty are ours to bear. It is written into the agreement.
How fast are full-and-final settlements processed?
We compute and issue the settlement statement within seven working days of receiving a complete clearance from the last working day. The common delay is not payroll — it is asset recovery and manager sign-off sitting incomplete for weeks.
Do we lose visibility by outsourcing payroll?
No, because nothing is disbursed without your approval. You approve the register each cycle and receive monthly MIS with cost centre splits, statutory summaries and filing status. Employee-level data stays yours and is handed back in full on exit.
Related services
Often needed alongside this
Talk to us about hr operations & payroll
Tell us the situation and we will give you a straight read on scope, timeline and whether we are the right firm for it.