HR and People Ops platform for a UK game development company

50–70% less manual work for HR specialists, 70–85% of leave requests processed within 24 hours, and a 40–60% reduction in report preparation time.

Internal Platform

MVP development

B2B

HR Tech

Role-Based Access

Back-Office Development

Workflow Automation

Team Management

About the Project

An internal HR and People Ops platform for a company with a large number of teams, roles, and management layers. The platform covers three core scenarios: employee profiles and training records — the source-of-truth view for everyone in the company; leave and day-off requests with statuses and named decision-makers; reporting by period or team, with PDF export for internal use (finance, leadership, audit). The system moves People Ops workflows into a controlled loop with explicit rules, full decision history, and a predictable SLA.

About Customer

A large UK game-development company with an enterprise-grade approach to internal operations — every business process is already organized at a high standard. With many teams and many management levels, time-off is a constant background flow, and even small delays or mistakes ripple into team-planning conflicts. The client deliberately avoided off-the-shelf HRM products: they needed a system that mirrored their internal logic one-to-one and could absorb a demanding multi-step approval cycle.

Custom rules with no ambiguity

Time-off policies had to be formalized end-to-end — required fields, valid statuses, the conditions under which a decision can be revised, and a clear way to record reasons and comments.

Multi-level access structure

Employee, lead, manager, and People Ops each had to receive different levels of access to data and actions — with no informal escalation paths.

Request volume and SLA

The system had to handle a high daily volume of small operations, where stuck requests immediately disrupt sprint planning.

Reporting as a recurring need

The client needed repeatable reporting packages — by period, by team, by status — that could be generated without manual assembly.

Quality and change control

The platform had to deliver enterprise-grade stability, clean edge-case handling, predictable interface patterns, and a transparent history of every change.

Proposed Solution

We built a web platform with clearly described domain rules — where time-off operates as a controlled workflow, the employee profile acts as the system's source of truth, and report generation becomes a standard system operation rather than a one-off manual task. We designed the architecture to absorb high request volume, preserve a complete audit trail for enterprise requirements, and leave room to extend the rule set without rewriting the core.

Time-off workflow as a controlled process

We implemented each request as a domain object with defined fields (type, dates, day count, comment) and a lifecycle of Pending / Approved / Rejected. Approval logic ties back to roles and company rules: who can see a request, who can decide on it, and what counts as an error or an incomplete submission worth returning.

Employee profiles as the source of truth

We built a 360° employee card carrying personal and operational fields, role structure, contacts, and change history. The profile acts as the anchor for surrounding processes — manager visibility, People Ops access, and the link to leave requests and reporting.

Training and learning records

We added training and certification history to the profile so course completions, mandatory compliance training, and skills verification could be queried in the same workflow as leave and headcount data — no separate spreadsheet to chase.

Roles, permissions, and audit trail

We implemented access control at the level of both objects and actions, covering creation, viewing, and approval flows. We logged every key action — who changed a status, when, with what comment — so the typical "who approved this and when" disputes are eliminated.

Reporting and PDF export

We implemented report generation by period, team, and filters with PDF export, so People Ops could deliver formal reports to finance, leadership, and audit teams instead of screenshots or CSVs.

Operational views for request control

We added baseline process metrics — request volume, share of Pending items, period-over-period trends, and working views for daily People Ops use. This gives the team direct visibility into SLA performance and a fast way to find the points where requests get stuck.

We started by collecting the real policies — leave types, required fields, valid statuses, who's responsible in which case, and which exceptions apply to specific teams or contract types. We also defined the boundary between a blocking error (request can't be created) and a clarification case (request goes back to the employee). That removed the ambiguity before any line of code was written.