Our services
We run the full HR function — across four dimensions
Protecting the company before every authority, running the monthly HR cycle, developing its people and advising its management. Choose one service or hand us the whole function.
01 · Protect
Legal & Government Compliance
Keep the company protected before every authority.
Personnel is the day-to-day backbone of HR: contracts, files, attendance, leave and the paperwork behind every hire and exit.
“Every employee file complete, every month.”
- Contracts and employee files
- Attendance and leave
- Letters and certificates
- Exit and end of service
Insurance mistakes are expensive in both directions: over-insuring inflates cost, under-insuring creates liabilities that surface years later.
“Insured correctly. At the right cost.”
- Registration and exits
- Insurable salary set correctly
- Monthly contributions and payment
- Inspections and disputes
Every company has a standing relationship with the Labor Office, the Manpower Directorate and — for foreign staff — immigration.
“One representative. Every authority.”
- Filings and notifications
- Work permits and residencies
- Disputes and settlements
- Inspection representation
02 · Run
HR Operations
Run the monthly HR cycle accurately and on time.
Hiring is where most HR costs begin.
“A shortlist you can hire from.”
- Sourcing and structured assessment
- Hiring process and approvals
- Job offer and contract
- Onboarding and first 90 days
Payroll right the first time, every month — and rewards that are fair, motivating and affordable.
“Day 25. Every month.”
- Monthly payroll cycle
- Salary structure and incentives
- Payroll tax and government payments
- Cost reports and budgets
Reliable HR decisions need reliable data.
“One source of truth for your people data.”
- System set-up and data migration
- Self-service and approval workflows
- Time and attendance
- Dashboards for management
03 · Grow
People Development
Develop the people who deliver the results.
Performance management only works when objectives are clear, measured and connected to reward.
“Everyone knows what is expected.”
- Objectives and KPIs
- Review cycle and calibration
- Talent map and succession
- Link to reward and development
Training pays back only when it targets a real gap and its impact is measured.
“Skills that show up in the numbers.”
- Training needs analysis
- Annual plan and budget
- Delivery and trainers
- Impact measurement
04 · Advise
HR Advisory
Guide management on structure, policy and risk.
Some decisions need senior HR judgement rather than a full-time department: a restructuring, a new grading system, a merger or a difficult exit.
“Practice, not theory.”
- Organization design and job evaluation
- Policies and HR manual
- Restructuring and change
- HR strategy and workforce planning
Labor, social insurance and tax regulations change constantly, and the penalties fall on the company — not on whoever missed the update.
“Zero surprises at inspection time.”
- Compliance audit and gap register
- Work regulations and policies
- Governance calendar
- Inspection readiness
Governance & reporting
Built into every service — not sold as an extra
In every service ERTQAA delivers, management stays informed and the company stays inspection-ready.
Regulatory updates
A brief and a policy revision whenever labor, insurance or tax rules change.
Inspection representation
We stand with you before the Labor and Insurance offices during any inspection.
Management reporting
Clear, structured reports that give management a complete picture of its HR function.
Compliance reporting
Structured compliance reviews that keep the company inspection-ready at all times.
Ready to take HR off your desk?
Tell us about your company and the services you need — we will come back with a clear scope and proposal.