Murilo Boscato

Anonymised case study · HR Advisor work

HRIS workflow and payroll-ready data

A practical example of using systems, source records and follow-up discipline to reduce payroll-adjacent risk and give managers clearer people-process information.

Prepared by Murilo Modena Boscato Municipal HR · HRIS · workforce reporting · payroll movements
Privacy note

This case is generalised and privacy-safe. It does not include employee names, identifiers, private cases, screenshots, internal documents or protected information.

01 · Context

Busy HR work needed cleaner control.

The work covered employee records, leave and vacation schedules, overtime, shift changes, travel, benefits, payroll movements, workforce reporting and staff/manager enquiries across multiple municipal departments.

Normal weekly file activity100+

Records and files touched, checked or updated in a regular week.

Busy request cycles100+

Personnel requests handled during active periods, depending on payroll, leave, employee movements and department demand.

Data environment70+ years

A long-running public organisation with legacy employee records and inconsistent historical data.

02 · Problem

Scattered inputs created avoidable risk.

Before

Scattered requests

Requests arrived through informal or inconsistent paths, making follow-up easy to miss and ownership harder to prove.

Before

Slow monthly close

Payroll-relevant calculations and checks were taking about two weeks during the month-end cycle.

Before

Limited decision visibility

Old or incorrect employee information made it harder for leaders to see what was late, missing, payroll-relevant or ready for action.

03 · What changed

Traceable requests, cleaner records, less rework.

  1. 01

    Moved requests into a traceable workflow

    Helped shift internal communication into 1Doc so requests, owners, deadlines and responses were easier to track than scattered emails.

  2. 02

    Used systems for repeat calculations

    Worked with HR and benefit systems including Betha Cloud, Risoluto and Softnex Integra to speed up payroll-adjacent and meal-benefit calculations.

  3. 03

    Made workforce exceptions visible

    Organised information around pending items, missing records, attendance issues, leave events and payroll-relevant changes so leaders could act sooner.

  4. 04

    Standardised the spreadsheet work that remained

    Built practical spreadsheet controls for banked hours and follow-up items where the system was not enough on its own.

  5. 05

    Kept formal checks in place

    Some HR checks should not disappear. The improvement was to remove avoidable delay and rework, not to skip compliance review.

04 · Results

The close window became visibly shorter.

Payroll close window~2 weeks to 4 daysAbout 60% shorter using 10 working days as the baseline.
Missed requestsNear-zeroAfter moving internal requests into the 1Doc workflow.
Paper outside filesAlmost eliminatedPaper use remained where personnel-file control required it.
Manager visibilityClearerOpen items, owners and exceptions were easier to see and act on.
Overtime riskLowerCleaner controls reduced avoidable overtime hours in monthly routines.
Error riskLowerRecord checks and standardised controls reduced repeated corrections.

The percentage is deliberately conservative: if a two-week close is counted as 10 working days, moving to four working days makes the window about 60% shorter. I would explain the basis clearly rather than oversell it.

05 · Transfer

How this maps to an Australian HR Advisor role.

Role needRelevant experienceHow I would apply it
Trusted HR adviceDaily support to staff and managers on practical HR matters, required documents and next steps.Respond from source documents, keep advice clear and escalate complex matters early.
HRIS and recordsDaily updates across systems, PDFs, Word documents, spreadsheets, email and paper forms.Check source records before updating HRIS fields, reports or payroll-relevant data.
Payroll movementsAttendance, leave, overtime, travel, benefits and document generation tied to payroll routines.Confirm effective dates, approvals, cutoffs and exceptions before handoff.
Workforce reportingSpreadsheets and system information used for workload, banked hours and department follow-up.Make open items, overdue actions and data quality gaps visible to leaders.
Employee lifecycleHiring documentation, leave, attendance, employment changes, travel, benefits and termination routines.Keep each movement traceable from request to record update to payroll-ready handoff.
Policy and employment conditionsBrazilian public-sector work under formal legislation and procedure.Learn Australian Awards, Enterprise Agreements and policies from primary documents, then turn them into practical steps.

06 · Working style

Calm, accurate and accountable.

Check

Start with the record

Dates, approvals, employee status and source documents first.

Advise

Make the next step clear

Translate the rule or record into practical guidance for the employee, manager or payroll owner.

Follow through

Close the loop

Update the record, respond clearly and keep unresolved items visible.

Prepared by

Murilo Modena Boscato

HR administration, workforce information and process discipline for people operations work.

murilo@modenaboscato.com View HR work samples