Built for organisations with unionized workforces, collective bargaining agreements, and complex workforce rules that standard HCM platforms can't accommodate.
Core HR, Payroll, Time, and Scheduling: Manage core workforce processes in one integrated platform.
StarGarden brings employee records, payroll, time, scheduling, compensation, and benefits together in one system to reduce duplicate entry, improve accuracy, and support day-to-day workforce operations.
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Recruiting, Onboarding, Training, and Performance: Manage the employee lifecycle in one connected platform.
From recruitment through employee development, StarGarden helps HR teams manage hiring, onboarding, training, and performance in one place with less manual effort and better continuity across the employee lifecycle.
Reporting and Analytics: Turn HR and payroll data into actionable insight.
StarGarden gives HR and payroll teams better visibility through dashboards, 200+ standard reports, and ad hoc reporting tools that make it easier to access, analyze, and act on workforce data.
StarGarden has supported complex public and private sector organisations in Canada, the United States, and New Zealand since 1984. We specialise in organisations where workforce complexity requires more than a standard HCM platform delivers, including multiple unions, collective bargaining agreements, intricate payroll rules, and cross-sector compliance requirements. Every implementation, every support call, and every development request is handled directly by StarGarden, with no third parties involved.
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StarGarden runs multiple collective agreements, employees holding several positions at different rates, and retroactive pay, in one system.
One employee, three concurrent positions, one payroll run.
StarGarden works with complex employers across the public and private sector, wherever multiple unions, multiple pay grids, and layered compliance make ordinary HR software fall short.
StarGarden introduced its many to many people and position architecture in 1984, developed with a British Columbia provincial ministry. It is still the foundation of SG6, and it is the reason layered union structures, multi year retroactive pay, and reorganizations stay manageable rather than manual.
Retroactive pay. When a settlement lands months late, the system recalculates against the positions and rates that were in effect at the time, not the ones in effect today.
Several positions at once. A single employee can hold concurrent positions at different rates and under different agreements, each with its own date range.
Reorganizations. Positions move without rewriting employment history, so prior pay periods and cost centre reporting stay intact.
SG6 is built on a single, date effective employee and position record. Nothing has to be re-entered, reconciled, or synced between an HR system and a separate payroll system. Select a module to see how it connects.
Every employee, position, and pay decision lives on one date effective record. It is the foundation every module draws from, so history, costing, and reporting never fall out of sync.
Demographics, positions, jobs, and appointments managed on the same date effective foundation as pay and benefits, so a change in one place does not require a change in three others.
Multiple pay frequencies, unlimited earning codes, retroactive pay, and general ledger distribution, interfaced automatically from time and scheduling data. StarGarden generates the payroll reports your team files; it never moves your money.
Pay structures, benefits, accruals, and balances, configurable by employee group, by union, or by individual override where an agreement calls for it.
Complex shift schedules, premiums, and rosters that interface directly to payroll, with shift swapping and availability handled through the employee portal.
Applicant tracking and employee development that feed straight into the position record once a hire is made, with no re-entry.
More than 200 standard reports plus a drag and drop report writer for anything they do not cover, all respecting the same role based security as the rest of the system.
Select any module in the diagram to read about it.
Every layer runs on the same position based record. Federation extends it across organizational boundaries, workflow extends it across process, and the report writer extends it across every question you have.
Extends the position based model across departments, funded agencies, and community partners. Each entity keeps its own governance and privacy controls while workflows, approvals, and provisioning move across the boundary. Authority flows through positions, so it survives staff changes.
Workflows route by position, competency, role, or custom form field, with event bypassing, escalation rules, and follow the user or follow the position continuity built in. A task only ever reaches someone with the authority and the skill to act on it.
More than 200 standard reports ship with SG6, and a drag and drop report writer sits on top for anything they do not cover. Both respect the same role based security as the rest of the system, so a report cannot expose a field the user is not entitled to see.
"Six collective agreements, one payroll run, and a retroactive settlement going back two years. It reconciled without a manual workaround." Mid-size Ontario municipality, roughly 400 employees
"Six collective agreements, one payroll run, and a retroactive settlement going back two years. It reconciled without a manual workaround."
StarGarden holds its own SOC 2 (System and Organization Controls) Type 2 certification, covering the controls StarGarden operates directly over SG6.
Hosted infrastructure runs in Microsoft Azure's Canada Central and Canada East regions, keeping data within Canada, with geo-redundancy between the two.
A 99.95% uptime service level agreement, backed by 24/7 phone support and email support from 6am to 6pm Pacific.
Every implementation is led directly by StarGarden's own team, from discovery through go live.
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