Your people are deployed everywhere. Your margin lives in their timesheets.
Deploy staff to client sites, capture approved hours, see cost against billing per contract, and stay compliant while your workforce sits on someone else's premises.
Contracting-sector deployments are referenced anonymously until each client clears naming in writing.
Sound familiar?
What we hear from HR and operations directors at manpower, O&M and facility management companies. These are margin problems that land on HR.
Your people work on client sites under client-approved timesheets, and every unbilled hour is margin leaking.
Nobody can say which contracts are profitable, because labour cost sits in one system and billing in another.
Winning a contract means staffing it in days. Losing one means redeploying dozens of people, or paying them to sit idle.
People move between contracts constantly, but their cost allocation does not move with them.
One record from the client site to the ledger
Generic HR software records that someone came to work. A contracting business needs to know which contract they came to work on, whether the client signed for the hour, and what that hour cost against what it billed.
- 01
Assign to a contract
Every employee carries a deployment record: contract, client site, role, cost rate, bill rate.
- 02
Capture hours at the client site
Attendance is taken where the work happens. Overtime is classified against Saudi Labor Law.
- 03
Get the client to approve
Timesheets go to the client contact for approval before anything is invoiced or paid.
- 04
One set of hours, two destinations
The hour you pay for and the hour you bill for come from one record.
Cost rate and bill rate, on the same person, on the same contract.
Most contractors discover a bad contract at the end of it. Put the cost rate and the bill rate on the assignment itself and the question stops being an exercise. It becomes a screen.
- Cost rate and bill rate carried per person, per contract, with effective dates when either changes.
- Overtime, allowances, GOSI and end-of-service accrual counted in the cost of the hour, not left out.
- Margin visible per contract while it runs, including which assignments are dragging it down.
- On Dynamics 365 Finance & Operations this reconciles against the actual ledger, because Solvait HCM is built on the same platform.
Move the person and the cost in the same step.
A contract ends on the 30th and another starts on the 1st. A transfer should be one workflow with one effective date.
- One transfer moves the assignment, the cost allocation, the reporting line and the site access together.
- Hours before the effective date stay on the old contract, hours after it on the new one. No manual splitting.
- Bench and idle time visible while you can still act on it, so redeployment is a decision, not a discovery.
- Bulk transfers for a whole crew, because losing a contract rarely affects one person.
- Cost allocation moves with the person
- Reporting line and approver updated
- Payroll and contract cost split at the effective date
- Site access follows the assignment
You are the employer, wherever they are standing.
Your client controls the site. You still carry every obligation for the people on it. Solvait tracks them centrally, per person and per contract, for a workforce you may not see in one place all year.
GOSI
Contributions calculated per employee against your registered establishment, whatever site they are standing on today. Saudi and non-Saudi rates handled correctly, reconciled every cycle.
WPS / Mudad
The wage protection file is produced by the payroll run itself, so what you pay a deployed employee and what the ministry sees cannot drift apart.
Muqeem / Iqama
Iqama status and expiry tracked per person across every contract, with alerts early enough to renew.
End of service
EOS accrues continuously per employee and is computed to the law at settlement, with the calculation shown line by line rather than asserted.
Qiwa
Contract records and employment data kept consistent with what Qiwa holds, including transfers between your own entities.
Nitaqat
Your Saudization band visible before a mobilisation changes it, including what winning or losing a contract would do to the ratio.
Hijri calendar
Leave entitlements, contract terms and end-of-service dates work in Hijri and Gregorian, because your client agreements and your government paperwork do not agree on which one to use.
Audit trail
Every approval, transfer, rate change and payroll adjustment is attributable to a person and a timestamp.
The platform, and the agents that run on it
Named products, not capabilities. Each one has a job on a dispersed workforce.
Solvait HCM
The deployment record
Assignments, client-site time and attendance, multi-contract cost allocation and payroll on one platform, built on Microsoft Dynamics 365, which is why the cost side can reach all the way into finance.
Mutaba'aa
Compliance and expiry watch
Watches the dates for a workforce you never see in one room: Iqama renewals, contract end dates, certifications, probation. It raises them weeks ahead, per contract, to the person who can act.
Khidmat
The HR front door for deployed staff
Answers your people on WhatsApp, in Arabic: leave balance, salary letter, payslip, Iqama question. An employee two hundred kilometres away on a client site stops needing an HR office to walk into.
Solvait Wise
Utilisation and margin analytics
Utilisation by person and by contract, overtime concentration, bench time, and margin trend per contract, so the commercial conversation starts from the same numbers HR is looking at.
Your sales calendar is a workforce plan. Nobody in HR has seen it.
Contract end dates decide how many people you need next quarter. Put those dates in the same system as your assignments and the workforce question arrives with enough notice to answer it well.
The dates live with the people
Contract start, end and renewal-option dates sit on the contract record alongside everyone assigned to it. Mutaba'aa raises them on your notice period, not on the client's.
The alert names the headcount
An expiry alert is not a diary entry. It tells you how many people are assigned, which Iqamas and certifications expire near that date, and what the payroll exposure is if nothing is renewed.
Plan the redeployment early
Where else those skills fit across your live contracts, what bench time would cost, and what a demobilisation would mean for end-of-service, before the decision becomes urgent.
The parts of the platform doing this work
Nothing here is a contracting-only edition. It is the same platform 260+ enterprises run on, configured around the contract instead of around the department.
Time & attendance
- Geo-fenced mobile capture
- Site devices and supervisor entry
- Client-facing timesheet approval
- Overtime and shift rules
Payroll & compensation
- GOSI, WPS and end-of-service
- Cost rate per assignment
- Multi-entity and multi-country
- Off-cycle and final settlements
Workforce analytics
- Utilisation per contract
- Margin and cost trend
- Bench and idle time
- Headcount by client site
Finance integration
- Dynamics 365 Finance & Operations
- Project and contract dimensions
- Payroll journals to the GL
- Open APIs for your billing system
Companies already running on Solvait
Contracting, facilities-management and industrial-services companies whose HR runs on the platform.
MGC, Al Hajry Overseas, SALCO, Mofarreh Group, Integrated Facilities Management, Ultra Group, Al Abdul Karim, Shalfa.
Questions buyers actually ask
See your own contracts in the profitability view.
Book a demo and we will walk you through the contract-profitability model with your deployment structure: assignments, cost rates, bill rates and where the margin actually goes.
