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Banking & Financial Services
HR for institutions where
HR for institutions where
every payroll run is an audit trail.
Banks, NBFIs, finance houses, and microfinance institutions cannot run HR on spreadsheets. Auditors expect segregated approvals. Regulators ask for evidence. Boards want headline numbers in real time. Gallery HR was built for that level of scrutiny.
Built for finance-sector HR
Audit-grade payroll100%
Approval levels supportedUp to 5
Years of audit log retention7+
Regulator-ready reportsPre-built
The challenges you face
What HR actually looks like inside a regulated financial institution
If any of these sound familiar, you are exactly the team we built Gallery HR for.
Auditors who want to see every change
Internal audit, external audit, and the regulator. Every salary adjustment, every leave override, every role change needs a timestamped, attributable trail.
Segregated duties on payroll
The person who enters a salary change cannot be the person who approves it. The person who approves cannot be the one who runs payroll. Spreadsheets cannot enforce this. Email approvals do not survive a regulator review.
Branch and head-office complexity
Tellers in 40 branches. Treasury in head office. Field sales in the regions. Each cohort has different attendance patterns, different incentive structures, different leave entitlements.
Regulator-driven reporting cycles
Central Bank returns. SEC filings. IRD submissions. Board MIS. Each one wants HR data presented differently — and most of it is needed in a window that closes within days, not weeks.
Performance tied to financial outcomes
Branch managers carry portfolio targets. Relationship managers carry NPL ratios. Bonuses depend on numbers that come from the core banking system, not HR. Spreadsheet reconciliation eats weeks.
The HR team is two people, the company is 600
Most regulated institutions outside the top tier run lean HR. The platform has to do the work of three people that the budget will not approve hiring.
How Gallery HR solves this
Built for the controls finance demands
Every module below is configured for the way regulated financial institutions actually operate. No "we will customise that for you" — it is already in the platform.
Audit-grade payroll
Every input, every override, every approval is timestamped and attributed. Full version history per employee. Reports your auditor will actually accept.
PayrollAudit LogsReports
Multi-level approvals
Configure 2, 3 or 5-level approval chains for salary changes, transfers, terminations. Maker-checker enforcement, no exceptions. Email notifications and dashboard queues.
WorkflowHR Admin
Branch & entity hierarchy
Map your full organisation: head office, branches, departments, business lines. Roll up reporting to the level the board cares about. Roll down policies to the level a teller experiences.
HR AdminReports
Performance & incentives
Tie KPIs to bonuses. Configure tiered incentive plans for sales-driven roles. Performance review cycles that match your compensation calendar.
PerformanceRewards
Role-based permissions
HR can see all. Branch managers see their branch only. Finance sees the totals, not the individual records. Configurable down to field level. Logged on every access.
SecurityHR Admin
Regulator-ready reporting
EPF/ETF returns, PAYE statements, Central Bank workforce reports, board MIS. Pre-built and exportable. Most institutions stop building manual MIS within the first quarter.
ReportsCompliance
Regulator-grade
The compliance load, already carried.
Central Bank inspections, external audit, board reporting, regulator returns. The HR-side evidence package is something most finance teams cobble together every quarter from spreadsheets, email threads, and individual managers' memories.
Gallery HR is the system of record. The evidence is already there — pulled, formatted and exportable in the templates your auditors and regulators expect.
Compliance built in
- EPF (Employees' Provident Fund) — auto-calc and submission file generation
- ETF (Employees' Trust Fund) — monthly contribution tracking
- PAYE — tax tables maintained for current and prior years
- Gratuity — Payment of Gratuity Act calculations on demand
- IRD bulk submission file generation
- Bank-format payroll disbursement files (BOC, Sampath, HNB, Commercial, NDB)
- Audit log retention with timestamp and user attribution
- Segregation of duties enforced at workflow level
- Role-based field-level access controls
- 7-year data retention as standard
Before Gallery HR, our quarterly board pack took the HR team eleven days to put together — six of those days fixing reconciliations between payroll, performance and headcount. Now it is one report, one click, one afternoon.
Head of Human Resources
Mid-sized financial institution, Sri Lanka
11→1
Days to produce board MIS
100%
Audit-trail coverage
5
Approval levels configured
600+
Employees managed
Common questions
What banking and finance HR teams ask before they switch
Is our payroll data hosted in Sri Lanka?
Yes. For Sri Lanka-licensed banks, NBFIs and microfinance institutions, Gallery HR offers in-country data residency. We can provide the technical documentation your IT and compliance teams need for board sign-off.
How does Gallery HR handle segregation of duties?
Workflow-enforced. The same user cannot enter and approve a salary change. Approval chains are configured at setup with your compliance team — typically 3 to 5 levels for material changes (salary, role, termination), 2 levels for routine items (leave, claims). Every action is logged with timestamp and user.
Can it integrate with our core banking system?
Most of our finance-sector customers integrate at the payroll output level — Gallery HR generates the disbursement file in your bank's format, which is then uploaded to the core banking platform. Custom API integrations are available at the Enterprise tier for institutions that want real-time sync.
How long does implementation take for a 500-person institution?
Typically 6 to 10 weeks, including data migration, approval workflow configuration, branch/department mapping, and parallel payroll runs. Faster if you have clean source data; longer if we need to clean up legacy spreadsheet drift.
What does the audit experience actually look like?
Auditors receive read-only access to the modules they are reviewing. They can pull any employee's full history, every change made to that record, who made it, when, and what approval path it followed. Pre-built audit reports cover the most common requests; custom queries can be built without engineering involvement.
Do you handle field sales / branch-level performance and incentives?
Yes. Performance plans can be configured per role family (branch manager, RM, sales officer, teller, treasury), with KPIs that pull from manual entry or via integration. Incentive calculations roll into the next payroll run automatically once approved.
What about the Central Bank workforce returns?
The standard CBSL workforce reporting templates are pre-built. The data pulls automatically from the employee records — you review, approve, and submit. We update the templates when the regulator updates them.
Ready to see this for your institution?
Book a demo led by someone who has implemented Gallery HR for a regulated financial institution. We will go straight to the questions your auditors and your board will ask.