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GetSolar is a Singapore-headquartered solar energy startup, incorporated in 2020 and now operating in Singapore and Malaysia. With a mission to empower property owners to take climate action through easy, affordable solar solutions, GetSolar aims to bring clean energy solutions to every home and small-to-medium business across Asia.
Before expanding into Malaysia, GetSolar ran HR manually, a workable approach for a small, single-market team. But as the company grew and added a second country, that approach stopped scaling. "Once Malaysia started to come on board, that's when we realized it was time to formalize some of our HR processes," the People & Culture Manager recalls, "things like HR systems, leave management, mulit-country payroll management." GetSolar needed a system that could manage HR functions across two distinct regulatory environments without asking a lean People & Culture team to build separate processes for each one. That search led GetSolar to Omni, an all-in-one HRIS and multi-country payroll platform.
How Omni Adds Value to GetSolar
Streamlined Multi-Country Payroll
The Challenge
Running payroll across Singapore and Malaysia means operating under two entirely different statutory systems. In Singapore, that means CPF contributions toward employees' retirement, healthcare, and housing savings, plus the Skills Development Levy (SDL) that funds workforce training. Cross into Malaysia, and the framework changes entirely: EPF retirement contributions, SOCSO coverage for workplace injury and invalidity, and the Employment Insurance System (EIS), each governed by its own rules and wage ceilings. "In Singapore, you have all your different compliance, like CPF, SDL, whatever other kind of contribution," the People & Culture Manager explains. "Then we switch over to Malaysia, and they have their own compliance and contributions, your EPF and other tax regulations." For a lean team supporting a fast-growing startup, that requires keeping two sets of contribution rules, wage ceilings, and filing deadlines straight, correctly, every single cycle, without a system built to hold that complexity for them.
Omni's Solution
With Omni, GetSolar's two entities across Singapore and Malaysia run as separate, self-contained profiles within the Multi-Country Payroll module. Each carries its own localized contribution rules, so the platform already knows to calculate CPF and SDL for the Singapore team and EPF, SOCSO, and EIS for the Malaysia team, without anyone re-entering that logic by hand. Payroll draws directly from the same system tracking leave and hours, so when someone takes time off, joins mid-cycle, or leaves partway through a pay period, Omni recalculates the correct deductions and net payout on its own, rather than leaving that math to HR. "It's individualized with that country," she says. "It's already baked into the system, which is a huge benefit."
The Results
"We don't really have to think about how to navigate between regulatory landscapes in the two countries,” the People & Culture Manager says. "It's all already there in Omni’s system." Because the rules are already templated into the platform, switching between entities doesn't come with the risk of missing a contribution along the way, it's simply a matter of selecting the right one. "I think it's quite straightforward," she adds, "because you can group the different entities up. It’s a big time-saver for us, and helps us avoid compliance errors month over month."
Two markets, one platform, zero manual cross-checking between country rules.
Confident Handling of Sensitive Compliance Data
The Challenge
Onboarding in Singapore or Malaysia comes with its own record-keeping obligations. Singapore's Employment Act requires employers to hold onto details like NRIC or work pass numbers and expiry dates, alongside itemized salary and leave records, for every employee, current or departed. In Malaysia, for example, employers must capture information tied directly to certain government payouts. "This could be sensitive information," the People & Culture Manager says, "we have to collect information about whether the employee has disabled spouse or children, for example." Getting it wrong, or simply losing track of it is a compliance risk with real consequences for both employees and employers including missed payouts, penalties, back-payments, or compliance audits over records that don't hold up.
Omni's Solution
GetSolar keeps onboarding and offboarding documentation, along with these sensitive compliance details, inside Omni's Employee Database and Document Management functions. "There are certain documents that you have to get from employees before they join, and it’s important that we have a system that allows us to manage those documents compliantly within the market standards," she says of why the function matters so much. Instead of chasing new hires over email, GetSolar can request a document directly through Omni; if something's missing, the system reminds the employee automatically, and HR is notified the moment it comes in. Everything lands in one searchable, access-controlled record, with role-based visibility so HR sees the full picture while managers and employees only see what's relevant to them. From there, that same data feeds payroll and can trigger its own reminders, so something like an upcoming document renewal or a change to a dependent's status doesn't get missed.
The Results
With employee documents, dependent declarations, and other essential compliance records stored and time-stamped in Omni’s centralized and secure database, GetSolar stays audit-ready across multiple entities without having to reconstruct a paper trail after the fact. That same connection between records and payroll keeps pay accurate, too: when GetSolar wrapped its most recent performance review cycle and processed increments across the team, the connection between records and payroll meant back pay moved quickly and accurately. "This is all the ways that compliance ties into payroll, ties into documentation," she notes, tracing the line from a single onboarding document all the way through to a payslip.
Secure compliance documentation for 40+ employees in 1 integrated system.
A Second Layer of Checks Before Every Payroll Run
The Challenge
"Leave management is very different across different markets," the People & Culture Manager says, "and we are also finding this out in real time now as we are expanding into our third and fourth markets." Without a system built to hold that nuance, a missed approval or an unrecorded day off can turn into a payroll error, and for a team managing two markets today and four tomorrow, that risk only compounds.
Omni's Solution
GetSolar uses Omni's Time Off module to manage leave with the nuance each market requires, including parental leave and an ad hoc time-off type she singles out as a favorite: "Omni’s timer functions are quite nuanced and individualized, which I really like." Public holidays for both Singapore and Malaysia load automatically, drawn from calendars covering 200+ countries, so nobody has to manually track which dates count as a working day in which market. Employees submit requests themselves, managers approve with a single click, and a shared team calendar shows who's out and when, so no one has to ask around before scheduling a meeting or setting a deadline. Once approved, leave flows straight into payroll, closing the loop between what was requested and what gets paid.
The Results
"By the end of the month, we just have to make sure that all our managers have gone in to approve the leave. It reflects very, very quickly and very accurately on payroll," she says. If what's recorded doesn't match what actually happened, it surfaces before payroll runs, not after: "It gives us that second layer of checks just before we run the payroll, helping us avoid errors in our payroll runs." Asked what leave management looked like before Omni, she can't really answer, GetSolar has never run it any other way. "I cannot imagine, if I had to do it at the end of the month manually," she says. "I would just be pulling my hair out."
Leave and payroll, always in sync, every payroll cycle.
Omni Supports GetSolar's Fast-Growing, Multi-Market Team
As GetSolar prepares for its Series A and expansion into two more markets, having a platform that already speaks the language of multi-country compliance means one less thing to build from scratch. That extends beyond the product itself. When the People & Culture Manager hit a particularly complex problem, Omni's support team joined a call to work through it with her. "Your reps have never shied away from a complex problem," she says. "The service that is provided, the problem solving, is all top notch." Even day-to-day usage carries the same ease: "Very straightforward. I have not heard any complaints about bugs," she says of how her team, including new joiners, picks up the platform without guidance.
Her advice to other HR leaders evaluating an HRIS is to look past the price tag. "It's not just about the surface-level dollar savings, it's also what you can get beyond that," she says. "What is the kind of growth that your HRMS provider can carry through with you as you are growing to different markets? Can your provider keep up? Can they innovate fast enough to resolve your problems before you hit them? For us, we feel that Omni checks all of those boxes."
Ready to simplify multi-country payroll and compliance as you scale?
Book a demo to see how Omni can support your team's growth across borders.
