From the first clock-in
to the final payslip.
The people-side platform for LKBP — Core HR, Attendance, Leave, Payroll, Statutory Compliance, Self-Service, and Loans. Built around Philippine statutory rules, scaled for ten branches, owned by LKBP. White-label resell-ready for partner cooperatives in Phase 2.
Sandigan sa Kagipitan,
Katuwang sa Kabuhayan.
LKBP is a 10-branch cooperative serving members across Bulacan, Pampanga, Nueva Ecija, and Bataan — and an employer of a substantial staff complement spread across those branches and the Malolos Head Office. This proposal addresses the HR and payroll function specifically.
What we have understood about LKBP's HR & Payroll context
- ›Multi-branch operations with staff at each of the 10 branches
- ›Philippine statutory compliance (SSS, PhilHealth, Pag-IBIG, BIR) is non-optional
- ›Cooperative-sector network — partner coops across the country with similar HR shapes
- ›Existing relationship with NQB8 through the parallel Banking System proposal
Spreadsheets that have outgrown the organisation —
and the institutional risk that comes with them.
The present HR and payroll function exhibits limitations across two layers. The first is infrastructural — HR data scattered across Excel files, payroll computed by hand each cycle, statutory forms typed manually each month. The second is operational — daily HR work is dominated by request-processing, audit defence becomes a parallel project, and the residual risk of errors propagating into employee pay, BIR filings, and the audited financial statements grows with every pay period.
A spreadsheet-driven HR function
Manual processes that worked at a smaller scale now strain under ten branches and hundreds of employees. Every limitation below costs staff hours or risks legal exposure.
Employee 201 files in the HR Director's laptop. Attendance in a separate spreadsheet. Leave balances in a third file. Different versions on different machines. No single source of truth.
Spreadsheet formulas — sometimes correct, sometimes copied wrong — produce every payslip twice a month. One missed reference and an employee's tax withholding is wrong all year.
The same data, re-entered into four agency formats. Hours of manual work. Penalties for any error or late submission. The annual alphalist is its own multi-week project.
Days of lag between actual time worked and payroll computation. Overtime claims litigated against incomplete records.
HR becomes a request-processing bottleneck. Employees feel under-served. The HR Director cannot find time for strategic work.
When something is wrong, no one can prove who entered the bad data. Audit season requires reconstructing the year's payroll from scratch.
An integrated HRIS & Payroll system of record
Seven connected modules, built to LKBP's exact requirements, encoding Philippine statutory compliance from day one. Spreadsheets become a fallback, not a workflow.
Employee 201 file with personal data, government IDs, employment history, salary history, document vault — all in one secure place with versioned audit trail.
Pick a pay period, click Run. Every earning, every deduction, every statutory contribution computed automatically against current rules. Hours, not days.
SSS R3, PhilHealth RF1, Pag-IBIG MCRF, BIR 1601-C, BIR 2316, annual alphalist — all produced in the official format LKBP uploads to each agency portal.
Biometric import → attendance dashboard → overtime calculated against Philippine Labor Code → payroll line items. No re-typing.
Payslip download, leave request, attendance correction, document download. HR is freed to do strategic work.
Every salary change, every leave adjustment, every payroll computation captured with user, timestamp, and before/after state. Audit defence becomes a query, not a project.
HTTPS over your current VPN layer — your existing network security remains in place. The new system adds modernisation; it does not displace protection.
Seven connected modules.
One system of record. Built for LKBP.
Seven modules in the MVP, delivered in five months. Three further capabilities (HR Analytics, Recruitment, Multi-Tenant Resell Engine) deferred to Phase 2 under an optional consultancy retainer — keeping the MVP focused without closing future doors.
From an LKBP HR system —
to a service LKBP can offer to partner cooperatives.
LKBP's network includes many other Philippine cooperatives — federation partners, associated coops — that share the same operational shape: Filipino employees, statutory compliance, leave and payroll patterns. Most still run HR on spreadsheets. In Phase 2, the same platform built for LKBP can host these partner coops as isolated tenants under LKBP's white-label brand — converting an internal HR system into a cooperative-sector revenue stream.
An in-house custom build —
owned by LKBP from day one.
NQB8 is engaged as an independent technology consultant to design, build, document, and hand over a complete HRIS & Payroll system. The system is yours; the source code is yours; the documentation is yours. NQB8's role concludes at handover, and the LKBP IT Department operates the platform thereafter.
- A consultancy engagement to design, build, document, and deliver a custom HRIS & Payroll system owned by LKBP
- A milestone-based engagement with a 5-month MVP delivery target (4 build + 1 stabilisation)
- A transfer of full source code, schemas, and documentation to LKBP at conclusion
- Custom-fit to LKBP's specific HR, payroll, and statutory-reporting requirements
- Designed to be operated by the LKBP IT Department following handover
- Deployed on AWS Philippine-region infrastructure under LKBP's own AWS account
- A subscription to a third-party HRIS product (Sprout, ZipHR, FilCloud, etc.)
- An open-ended retainer or perpetual managed service
- A licensing arrangement that retains intellectual property with NQB8
- A generic HRIS package adapted superficially to PH compliance
- A system that requires NQB8's perpetual involvement to function
- Hosted on infrastructure controlled by NQB8
All source code, database schemas, design assets, documentation, and ancillary deliverables shall be assigned to LKBP upon final payment. NQB8 retains no licensing fees, no ongoing access rights, and no claim to derivative works developed by LKBP after handover.
One Employee 201 file —
everything about everyone, in one secure place.
Maria Clara Santos
Real-time attendance —
overtime, night differential, holiday premium computed automatically.
| Employee | Branch | Time-In | Time-Out | Hours | OT | Status |
|---|---|---|---|---|---|---|
| Maria Clara Santos | Malolos HO | 07:55 | 17:08 | 8.50 | 0.50 | Present |
| Jose Antonio Reyes | Plaridel | 08:02 | 17:00 | 8.50 | 0.00 | Late |
| Andrea Mae dela Cruz | Pulilan | 07:45 | 17:30 | 9.25 | 1.00 | Present |
| Ramon Pascual Garcia | Hagonoy | 08:00 | 17:05 | 8.50 | 0.00 | Present |
| Imelda Bautista Aquino | Apalit | — | — | 0.00 | 0.00 | VL — Approved |
| Carlito Mendoza Lim | San Jose (NE) | 07:50 | 17:15 | 8.75 | 0.25 | Present |
| Rowena Villanueva Tan | Balanga | 08:10 | 17:00 | 8.25 | 0.00 | Late |
| Eduardo Cruz Manalang | Malolos HO | 07:30 | 18:00 | 9.75 | 1.50 | Present |
Request a leave. Watch the balance.
Route through the approver. All in seconds.
Pick employee. Pick period. Adjust earnings.
The full payslip computes in real-time.
LKBP — Official Payslip
Pay period: · Semi-monthlySSS, PhilHealth, Pag-IBIG, BIR —
generated in one click, in the agencies' exact formats.
The portal that frees HR from being a request desk —
and gives employees their data on their phone.
Magandang araw,
Maria Clara! 👋Mobile-first by design
The Self-Service module is a mobile-responsive web application — it works in any modern phone browser, with no app-store deployment required. Employees access it through a secure login, view their data, and file requests routed back to HR.
- ✓ Payslip download — last 12 months, on demand
- ✓ Leave request — with live balance view, routed to manager
- ✓ Attendance correction — for missed clock-ins, with attachment
- ✓ Document download — Certificate of Employment, BIR 2316, contracts
- ✓ Loan balance view — company loan, SSS, Pag-IBIG MPL
- ✓ Government IDs & contributions — view-only reference
Multiple loans per employee.
Amortisation tracked. Auto-deducted per pay period.
| Loan Type | Principal | Outstanding | Monthly | Term Left |
|---|---|---|---|---|
| Company Loan | ₱30,000 | ₱18,400 | ₱1,500 | 13 months |
| SSS Salary Loan | ₱24,000 | ₱9,600 | ₱1,000 | 10 months |
| Pag-IBIG MPL | ₱40,000 | ₱20,000 | ₱2,000 | 10 months |
| # | Due | Principal | Balance |
|---|---|---|---|
| 1 | 30 Jun 2026 | 2,083 | 47,917 |
| 2 | 31 Jul 2026 | 2,083 | 45,834 |
| 3 | 31 Aug 2026 | 2,083 | 43,751 |
| 4 | 30 Sep 2026 | 2,083 | 41,668 |
Built to the security expectations
of Philippine financial-services HR & payroll.
Employee personal data, government IDs, and payroll records are among the most sensitive information any organisation holds. The system is designed, built, and operated under the Philippine regulatory framework and supported by international best-practice standards. Security is led by NQB8's in-house cybersecurity specialist throughout the engagement.
Security architecture, configuration, and pre-launch verification are owned by a dedicated specialist on every NQB8 engagement — not delegated, not outsourced.
- RBAC: HR Director, HR Staff, Payroll Officer, Managers, Employees
- MFA mandatory for HR and Payroll roles
- NIST 800-63B password policy
- Maker-Checker on payroll runs, salary changes, period close
- Employees see only their own data
- TLS 1.3 in transit; HSTS; Perfect Forward Secrecy
- AES-256 at rest with AWS KMS-managed keys
- Column-level encryption for TIN, SSS, PhilHealth, Pag-IBIG, bank accounts
- Encrypted backups with separate key custody
- Immutable audit trail on every salary change, every payroll computation, every leave adjustment
- Five (5) year retention for HR records
- Centralised logs via AWS CloudWatch
- Alerting on off-hours admin activity, anomalous payroll runs
- OWASP Top 10 mitigations implemented & documented
- Server-side input validation on every payroll field
- SAST integrated into CI/CD pipeline
- Independent third-party penetration test prior to go-live
- Data subject rights for employees (access, correction, deletion subject to legal retention)
- Privacy notice and consent management
- Personal data inventory documented
- 72-hour breach notification readiness playbook
- PII masked in operational logs
- AWS VPC with public, private, and database subnets
- AWS WAF at the perimeter; AWS Shield DDoS
- Rate limiting per IP and per authenticated token
- Compatible with LKBP's existing VPN security layer
- Daily full + hourly incremental backups
- Cross-region replication within AWS Asia Pacific
- Documented RTO & RPO agreed during discovery
- Quarterly restore testing
- Documented incident response procedure
- Critical-severity acknowledgment within 1 hour during warranty
- Post-incident RCA report
- NPC notification support for data breaches
- Implementation of all security controls listed above
- AWS architecture & deployment under LKBP's account
- Independent third-party penetration test prior to go-live
- Data Privacy Act compliance operationalisation
- Statutory file generation in agency formats
- Complete security documentation set
- ISO/IEC 27001 formal certification (alignment only)
- Direct e-filing to BIR / SSS / PhilHealth / Pag-IBIG (file generation only)
- 24/7 Security Operations Centre (SOC) operation
- Tax advisory or legal opinion on contested classifications
- Backdated payroll re-computation for periods before go-live
Documentation as a deliverable —
not retrofitted at the end.
The LKBP IT Manager and HR Director receive a complete documentation set produced during development, in editable formats, in LKBP's perpetual ownership. The objective: any competent technical team — your IT department, your HR successor, or an external auditor — can operate, audit, and extend the system from the documentation alone.
A complete knowledge transfer —
so LKBP runs the system independently.
Structured training is built into the engagement. The LKBP IT Manager and team are trained to operate the platform. The HR Director and Payroll Officer are trained to use it daily. End-users in every role are trained for self-service.
Attendance becomes payroll
becomes statutory remittance
— in a single integrated flow.
This is the difference between seven disconnected tools and one system of record. Every hour worked flows through to the right pay line; every pay line to the right statutory bucket; every bucket to the right agency report.
Attendance
Payroll Engine
Statutory Reports
Handover to LKBP — and a Phase 2 path
for the capabilities that come next.
At the conclusion of the engagement, NQB8 transfers full ownership of the system to LKBP and operations pass to the LKBP IT Department. The system is engineered to function fully without NQB8's continued involvement. Should the Cooperative wish to extend our work — to launch the partner-coop platform, add HR analytics, or build a native mobile app — an optional consultancy retainer is available on terms acceptable to the CEO, Management Team, and Honorable Board.
One full month following operational acceptance, NQB8 remains available for defect remediation, configuration adjustments, and weekly post-launch office hours. Critical-severity issues are acknowledged within one (1) hour. The complete documentation set, source code, and training materials are formally handed over to the LKBP IT Manager during this period.
Should LKBP wish to extend the system's capability after the warranty concludes, NQB8 is pleased to continue under a consultancy retainer. Common Phase 2 directions for LKBP HRIS:
- HR Analytics Dashboard — headcount, attrition, attendance trends, cost-per-head, board-level KPIs
- Recruitment module — candidate pipeline, interview scheduling, resume parsing
- Multi-Tenant Engine — enables LKBP to white-label and resell the platform to partner cooperatives
- Tenant Billing Layer — subscription invoicing for partner-coop tenants
- Native mobile app — iOS / Android for employees (push notifications, biometric login)
- Performance management — appraisals, KPIs, development plans
- Direct e-filing connectors where BIR/SSS/PhilHealth APIs become available
Five (5) months from contract execution
to go-live across all 10 branches.
Four months of feature build, then one full month dedicated to stabilisation, parallel payroll dry-run, edge-case handling, and customisation — before a single employee sees the new payslip.
Commercial particulars,
presented separately to the CEO, Management Team, and Honorable Board.
Investment & Contractual Particulars
Investment, payment milestones, and contractual particulars shall be presented to the CEO, the Management Team, and the Honorable Board of Directors in a separate engagement document, issued under cover of a Letter of Intent. Progress updates throughout the engagement are addressed to the CEO and Management Team at the cadence the Cooperative prefers. NQB8 shall be pleased to discuss any commercial question at a time and in a manner of the Board's choosing.
A consistent engagement template —
HRIS, banking, future verticals.
Same in-house custom build model, same client-owned outcome, same banking-grade security posture, same documentation discipline — applied across the Cooperative's needs.
References & case studies —
added as the Cooperative engagements unfold.
We are transparent: this is a new offering from NQB8 to the cooperative sector. As LKBP and partner-cooperative engagements complete, this section will fill with real case studies. Until then, references from prior production work in the BPO sector are available under separate cover.
A few items from the LKBP side
to enable a precise build.
A workshop team for discovery
HR Director, Payroll Officer, IT Manager, and a representative from operations. One (1) week at the Malolos Head Office.
Current payroll rules & policies
Loan deduction policies, leave accrual policies, allowance and de minimis benefit rules, holiday policy. To be encoded as system rules.
Required report templates
Samples of any reports already in use — payroll register, headcount reports, board management reports — to encode as system templates.
Sample of existing HR data
Employee 201 spreadsheets, current payroll register, leave balance sheet, biometric export format. Used to validate migration design early.
Coordination with the LKBP IT Manager
For AWS account setup, security configuration alignment, and ongoing handover planning throughout the engagement.
Existing security & governance practices
Any policies the Cooperative already observes — so the new system aligns from the outset rather than retrofitting them later.
Pilot branch nomination
One branch (we suggest Malolos HO) goes live first in W16, before the full network roll-out in W20.
UAT sign-off authority per milestone
Designated approvers for the three UAT cycles (W7, W12, W20). Sign-off within 5 business days of delivery.
To the CEO, the Management Team,
and the Honorable Board of Directors.
Upon receipt of a signed Letter of Intent, NQB8 shall commence the discovery workshop at LKBP's Head Office in Malolos. The workshop will produce the finalised functional specification, the agreed payroll rules, the report-template inventory, the AWS deployment architecture, and a confirmed go-live date. MVP delivery across all ten (10) branches is targeted within five (5) months — four months of build followed by one full month of stabilisation and customisation before the new payslip reaches any employee. Progress reviews and milestone sign-offs shall be presented to the CEO and Management Team throughout the engagement. The system passes into the ownership of LKBP at conclusion, with one (1) month of warranty support included. Should the Cooperative wish to extend the engagement for HR Analytics, the Multi-Tenant partner-coop platform, or other Phase 2 capabilities, an optional consultancy retainer may be arranged on terms acceptable to the Board.
Maraming salamat po.