Logiciel RH PME — Onboarding, congés, entretiens

I Who it’s for

An HR module for SMEs that want to treat people as an asset, not as paperwork.

SME HR is split between two extremes: full HRIS systems (expensive, slow to deploy, designed for 200+ people) and shared Excel sheets (free but unmanageable beyond 15 people). Orizen RH targets the middle ground. Four profiles stand out in particular.

SME leader, 10–50 employees

You handle HR on top of your main role. Today: Excel for leave, Word for interviews, and you forget half of it.

Scripted onboarding, self-service leave, weekly climate pulse. You stay in control without spending more than 2 h/week.

Office manager / HR manager for SMEs

You’re the only one in HR. You manage 30–60 people with one tool per task: Slack for pulse, Notion for interviews, Excel for leave.

Everything in Orizen HR: leave, interviews, climate, onboarding. 360° visibility without switching between three tools.

Team manager (sales, tech, ops)

You want to support your team, not fill HR spreadsheets. Today: delayed interviews, vague goals, unknown climate.

Ready-to-use interview templates, automatic SMART goal reminders, shared anonymous pulse. Human-centric management becomes second nature.

SME employee

You request leave by email, wait for approval, lose track of your balance. HR admin wastes your time.

Self-service portal: leave in 1 click, visible balances, clear onboarding, prepared reviews. The employee experience becomes transparent.

II People at the heart

Onboarding, leave, reviews, climate — all in one tool connected to the rest of Orizen.

The visual breakdown below: recurring pain points experienced by SME leaders, Orizen RH’s four core functions (scripted onboarding, leave, reviews, pulse surveys), and native integration with your CRM and invoicing.

What SME leaders experience

The HR admin eats up the time we should be spending with teams.

3 recurring pain points your peers solved by plugging in Orizen HR

"Leave is managed in a shared Excel sheet. No one can make sense of it."

Email requests, lost approvals, balances recalculated manually each quarter

"Onboarding? A PDF, a video call, and good luck."

No checklist, no assigned buddy, no feedback at day 30. 30% of new hires don’t last 12 months.

"Annual reviews? We do them when we have time."

No goal tracking, no record of commitments, no visibility on payroll or talent reviews.

The Orizen RH solution

People at the heart.
Admin in the background.

4 core functions, integrated with the rest of Orizen — not a separate HRIS

Scripted onboarding

Auto-generated checklist for each new hire, buddy assigned, automatic feedback at D+7, D+30, D+90

Templates by role (sales, dev, ops)
Centralised administrative documents
Manager view: who’s where

Leave & absences

Approval workflow, automatic balance calculation, shared team calendar.

1-click request, automatic manager approval
Balances: paid leave, RTT, sick leave for children
DSN export compatible with accountants

Reviews & objectives

Annual/half-year/probation review templates. Traceable SMART goals. Quarterly talent reviews.

Automatic reminders for managers + employees
Exportable signed PDF summary
9-box talent grid for team reviews

Pulse & climate

Weekly anonymous mini-surveys. Team climate dashboard. Weak signal alerts.

3 questions, 30 seconds per week
Trends by team, by manager
Early disengagement detection

Connected to your Orizen

Your teams move. Not the files.

A new sales rep onboarded in Orizen HR gets their CRM pipeline on Day 1, quote templates on Day 2, client brief on Day 3. No IT tickets, no duplicate entries.

You create the employee record (Orizen HR)

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CRM + Invoicing auto-provisioned

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Scripted onboarding triggers tasks from Day 0 to Day 90

III How it works

From a shared Excel to an HR experience worthy of a mature SME, in a day.

Three clear milestones: team imported + leave activated Day 1, first onboarding scripted + interview prepared Week 1, first climate pulse + talent review Month 1.

Day 1 — The team is in place

Your team is in Orizen, leave is manageable.

Import employees (CSV) with leave balances
Leave approval workflow enabled
Self-service portal rolled out to the whole team

Week 1 — The first onboarding

Your next hire has a scripted journey.

Onboarding template configured by role
First annual review prepared in duplicate
Orizen human support call included

Month 1 — Human management

You know where your talent stands, for real.

First weekly climate pulse sent
9-box talent review for the leadership team
SMART goal tracking in place for the year

IV FAQs

Answers to the questions we’re asked most often.

Does Orizen HR replace my payroll software?

No. Orizen HR handles the human side (onboarding, leave, reviews, climate). For payroll, we integrate with Payfit, Silae, or your accountant via compatible DSN export. This clear separation lets each tool do what it does best: payroll software remains expert in tax mechanics, Orizen remains expert in employee experience.

Do employees have dedicated access?

Yes. Every employee has a self-service portal: request leave, access their onboarding, complete their annual review. No extra licence required—it’s included in the per-employee subscription. Orizen’s rule: if the human needs to use it, they get access; no artificial barriers.

Is HR data GDPR-compliant?

Yes. Hosted in France (OVH Roubaix), AES-256 encryption at rest, automated right to erasure after departure. Processing register available. Compliant with Labour Code (retention: 5 years for payslips, automatic deletion beyond; access limited to HR and direct manager; traceable access logs).

How much does the HR module cost for a 20-50 person SME?

From €5 excl. VAT per employee per month, with volume discounts beyond 20 employees. For 30 people, expect €130-150 excl. VAT/month for the full module. Comparatively: dedicated HRIS (Payfit HR, BambooHR, Lucca) range from €8 to €15 per user. Orizen is mid-market priced with equivalent native coverage.

How to handle the ethical aspects of an annual review?

Three Orizen principles: (1) Both parties (employee + manager) prepare beforehand using the same template. (2) The report is electronically signed by both and archived in the employee file. (3) SMART goals are tracked year-round, not just at the end. These three principles turn the review from a moment of tension into a useful steering point for both sides.

How does the weekly pulse help detect disengagement?

The Orizen pulse asks three short questions (30 seconds/week) on workload, satisfaction, and alignment. Responses are anonymous and aggregated by team. Weak signals (sudden drops, widening standard deviation, recurring free-text comments) trigger a manager alert—not to identify individuals, but to initiate a team discussion. Better a routine weekly pulse than a surprise annual climate survey.

V Our belief

HR in an SME is daily care — not another tool.

SMEs with 10–100 employees face a unique HR challenge: too large to manage "by word of mouth", too small to afford a full HRIS. Many choose not to use any tools — at the cost of 2 hours a week lost recalculating leave, forgetting reviews, or missing a departure they didn’t see coming.

In an SME, people are rarely the topic we "have time to focus on". Yet it’s the factor that defines growth, retention and the company’s health over three years.

We’ve seen too many brilliant leaders discover their best employees were leaving—not because they were underpaid, but because they no longer felt seen. Because no one had done the annual review. Because the pulse survey didn’t exist.

So we built Orizen HR for SMEs with 10–100 employees. Not a heavy HRIS, not a cobbled-together Excel sheet. A module that does just what’s needed, where it’s needed, so leaders can spend time with their teams — not on their teams.