HR that survives the audit.
Compensation cycles, mandatory training, segregated access and a complete audit trail. HR infrastructure for institutions where the regulator reads the fine print.
Built to support the governance expectations of SAMA-regulated institutions.
Certified to ISO/IEC 27001:2022. Hosting and data residency are confirmed in writing during discovery.
In your industry, an HR mistake is a compliance event.
What we hear from heads of HR governance at banks, insurers and finance companies.
Variable comp, deferrals and clawbacks live in a spreadsheet the remuneration committee has to take on trust.
Mandatory AML/CTF and conduct training is tracked in a workbook that fails the audit it exists to pass.
Fit-and-proper files for senior appointments sit in email threads, so reconstructing one means asking people to remember.
Risk and compliance talent is the scarcest in the market, and your first retention signal is a resignation letter.
Every number, traceable to the rule that produced it.
Most HR systems can tell you what an employee was paid. Ours can tell you why: which rule fired, which policy version was in force, who approved it, and when.
- Every calculation resolves back to a rule and the policy version in force at the time.
- Every AI action logged like a human one: inputs, rule applied, outcome, timestamp.
- Effective-dated records, so re-running a past period gives the past answer, not today’s.
- Pay elementOvertime premium
- Rule appliedSaudi Labor Law overtime rule
- Policy versionThe version in force on the run date
- Source dataApproved timesheet, with approver
- Change controlMaker → checker, both named
- RecordImmutable, effective-dated, exportable
The pay decisions your board asks about, under control.
Salary structures, allowances, bonus cycles and deferrals run inside Solvait HCM, so remuneration governance is a property of the system rather than a discipline you have to enforce.
Structures and allowances
- Grades, bands and salary structures
- Allowance and benefit rules per population
- Effective-dated changes, never overwritten
Bonus and deferral cycles
- Pool funding, allocation and moderation
- Multi-year deferral and vesting schedules
- Board and committee reporting packs
Maker-checker controls
- Proposed by one role, approved by another
- Segregation of duties enforced
- Role-based access with full logging
The statutory layer
- GOSI contributions per employee
- WPS file generated by the pay run, via Mudad
- Qiwa contract, Muqeem expiries, Nitaqat
- Hijri and Gregorian dates on entitlements
Mandatory training that evidences itself
AML/CTF, conduct and market-conduct curricula, licence renewals and refresher deadlines, tracked by the compliance-watch agent.
- 01
Assign by rule
Courses attach to roles, not to individuals: a transfer assigns the AML/CTF curriculum.
- 02
Track completion
Mutaba'aa holds the live position: who is current, who is overdue, who has not started.
- 03
Escalate before expiry
Certifications and refresher deadlines escalate to the line manager and the compliance owner.
- 04
Export the evidence pack
An inspection becomes an export: population, assignment rule, completion dates, approver.
The talent everyone is hunting leaves quietly.
Risk, compliance and actuarial people are the hardest hires in the market and the easiest losses to miss. Wise reads the signals you already generate and shows where retention risk is concentrating.
- Bench and succession visibility for regulated roles that cannot sit vacant.
A resignation is the last signal. Wise works on the ones that arrive months earlier.
Hiring you can defend line by line.
Regulated appointments get looked at again later: by internal audit, by a regulator, sometimes by a tribunal. Attract keeps recruitment structured and documented so the file holds up.
Documented and defensible
- Structured scorecards per role
- Stage decision recorded against criteria
- A reconstructable file for any appointment
Fit-and-proper evidence
- Required documents captured
- Reference and verification checkpoints
- Approvals logged with role, date
Speed without shortcuts
- 3.2x faster hiring with Solvait Attract
- AI screening that shows the reasons
- The same governance
Nitaqat in the plan
- Saudization impact visible before an offer
- Qiwa contract data from offer to onboarding
- Workforce plan and hiring plan
The security review, answered up front.
You will send this page to your second line before you send it to your HR team. Here is what they will want, without the marketing layer.
Role-based access
Permissions granted to roles, not people, and enforced at record level. Compensation, personal data and disciplinary records each carry their own access rules and their own logs.
Segregation of duties
Maker-checker workflows across compensation, payroll and master-data changes. The person who proposes a change cannot be the person who approves it.
Encryption
Data encrypted in transit and at rest, under an information security management system certified to ISO/IEC 27001:2022.
Azure hosting
Workforce and payroll data sit in Solvait HCM, under an information security management system certified to ISO/IEC 27001:2022. Hosting questions are answered in writing during discovery.
Logging and traceability
Access, changes and AI agent actions are logged with actor, timestamp, rule and outcome.
Data protection posture
A PDPL-aware approach to consent, retention, minimisation and subject rights, reviewed against your own regulatory obligations during the discovery session.
Financial and investment groups already on Solvait
Holdings, investment managers and diversified financial groups whose HR and payroll run on the platform.
Al Murjan Group, Alturki Holding, Riyadh Holding, Bakheet, Masarrah Investment.
Questions buyers actually ask
Bring your compliance team to the first conversation.
Book a discovery session and we will walk your team through the audit trail on a real compensation and payroll scenario. Invite internal audit and second line; this is the session they should be in.
