Welcome to Shenll HRMS (“Shenll”, “Shenll HRMS”, “we”, “our”, or “us”). Shenll HRMS is a cloud-based Human Resource Management System (HRMS) platform designed to help organizations manage employee operations, recruitment, payroll, attendance, leave management, projects, tasks, reporting, and workforce workflows. This Privacy Policy explains how we collect, use, process, store, disclose, and protect information when individuals or organizations access our websites, mobile applications, software platforms, integrations, and related services. By accessing or using our services, users acknowledge that they have read and understood this Privacy Policy.
Shenll HRMS may collect various categories of information depending on the services, modules, and organizational configurations used by customers. This information may include employee details such as names, employee IDs, contact information, addresses, profile photographs, department details, reporting hierarchy, attendance records, leave records, payroll information, tax details, bank account information, uploaded documents, and employment-related data. We may also collect recruitment and candidate-related information such as resumes, educational qualifications, interview schedules, hiring status, portfolio links, and communication records. In addition, we may automatically collect technical and usage-related information including IP addresses, browser details, device information, operating systems, login activity, application usage analytics, crash reports, session logs, and diagnostic data. For mobile application users, we may collect device identifiers, notification tokens, approximate location information when enabled, and mobile operating system details. Communication-related information such as support requests, feedback submissions, surveys, and customer interaction records may also be collected to improve our services and support operations.
Shenll HRMS processes collected information to provide, maintain, improve, and secure the platform and related services. Information may be used for employee management, attendance tracking, payroll processing, leave management, recruitment workflows, onboarding activities, reporting, project and task management, workflow automation, and communication delivery. We also use information for authentication, role-based access management, fraud prevention, security monitoring, audit logging, analytics, troubleshooting, technical support, and product enhancement. Usage analytics and operational insights may help us improve user experience, platform performance, service reliability, and future feature development. Depending on customer configuration, information processing may also support custom workflows, automation rules, and organization-specific operational requirements.
Shenll HRMS may provide AI-assisted or automated features intended to improve operational efficiency, productivity, reporting, and workflow management. These features may include smart recommendations, automated summaries, reporting assistance, task prioritization, workflow suggestions, analytics insights, and process optimization tools. AI-assisted outputs are designed to support human decision-making and should not be considered the sole basis for employment, payroll, compliance, legal, or organizational decisions. Customer organizations and authorized administrators remain responsible for reviewing, validating, and approving decisions made using platform-generated recommendations or automated workflows.
Depending on applicable laws, jurisdictions, and organizational relationships, Shenll HRMS may process information based on contractual necessity, legitimate business interests, legal obligations, customer instructions, and user consent where required. The legal basis for processing may vary depending on the customer organization’s operational setup, geographic region, compliance requirements, and applicable privacy regulations. Customers using Shenll HRMS are responsible for ensuring that their use of the platform aligns with applicable employment, labor, tax, and data protection laws within their jurisdictions.
Organizations using Shenll HRMS retain ownership and control over the organizational and employee data uploaded into the platform. Shenll HRMS generally acts as a technology service provider or data processor, while customer organizations typically act as data controllers responsible for determining how employee and organizational data is managed. We process information according to customer instructions, contractual agreements, operational requirements, and applicable laws. Employees and users seeking corrections, updates, deletions, or employment-related changes to their information should primarily contact their employer or organization administrator responsible for managing the data within the platform.
Shenll HRMS does not sell personal information to third parties. Information may be shared with authorized administrators and personnel within customer organizations according to configured permissions and organizational access controls. We may also share information with trusted third-party service providers and infrastructure partners who support cloud hosting, analytics, communication delivery, customer support, security monitoring, data storage, and operational infrastructure. These providers are expected to process information only for authorized business purposes and under confidentiality obligations. Information may also be disclosed when required by law, court order, legal process, regulatory authority, fraud investigation, security protection, or to enforce agreements and protect the rights, safety, or operations of Shenll HRMS, customers, or users. In the event of mergers, acquisitions, restructuring, or business transfers, information may be transferred subject to applicable legal and confidentiality requirements.
Depending on customer requirements, hosting providers, operational infrastructure, and deployment models, information processed through Shenll HRMS may be stored or transferred across different countries or regions. Shenll HRMS may use cloud infrastructure and service providers located internationally to support performance, scalability, disaster recovery, and operational continuity. Where required, we take commercially reasonable measures intended to support lawful cross-border data transfers and appropriate safeguards consistent with applicable privacy and data protection expectations.
Shenll HRMS retains information for the duration necessary to provide services, maintain operational continuity, support customer workflows, comply with legal obligations, resolve disputes, enforce agreements, and maintain backup and disaster recovery systems. Retention periods may vary depending on customer configurations, subscription status, legal requirements, tax regulations, employment laws, contractual obligations, audit requirements, and organizational policies. Upon termination of services or customer requests, information may be deleted according to applicable agreements, backup cycles, technical limitations, and compliance obligations. Certain anonymized or aggregated analytics information may be retained for product improvement, reporting, and operational analysis purposes.
Shenll HRMS implements commercially reasonable technical and organizational safeguards designed to help protect information from unauthorized access, misuse, alteration, disclosure, or destruction. Security measures may include encrypted communication protocols, role-based access control (RBAC), authentication systems, infrastructure security controls, access monitoring, activity logging, database protections, backup systems, disaster recovery processes, and secure cloud hosting practices. While we continuously work to improve platform security and operational reliability, no internet-based service or electronic storage system can guarantee absolute security. Customers and users are also responsible for protecting login credentials, managing authorized access, maintaining device security, and implementing internal organizational security practices.
Shenll HRMS may use cookies, session tokens, local storage technologies, analytics tools, and related tracking mechanisms to improve platform functionality, maintain login sessions, enhance security, analyze usage behavior, optimize performance, and improve user experience. These technologies help support authentication, workflow continuity, system reliability, and product analytics. Users may manage or disable cookies through browser or device settings; however, certain platform features and functionality may not operate properly if some technologies are disabled.
Subject to applicable laws and organizational responsibilities, users may have rights to access, review, update, correct, restrict, delete, or request portability of their personal information. Users may also have rights to withdraw consent where applicable, object to certain processing activities, or submit complaints to relevant authorities. Since customer organizations typically control employee-related information within Shenll HRMS, some requests may require coordination with the user’s employer or authorized organizational administrator responsible for managing the data.
Shenll HRMS may integrate with third-party platforms, applications, and services including email providers, authentication systems, analytics tools, communication services, payroll systems, cloud infrastructure providers, and productivity applications. These integrations are intended to improve platform functionality, workflow automation, operational efficiency, and customer experience. Use of third-party services may also be subject to their own privacy policies, terms, security practices, and operational controls. Shenll HRMS is not responsible for third-party systems, applications, or services outside our direct operational control.
Shenll HRMS is designed for business, organizational, and workforce management purposes and is not directed toward children. We do not knowingly collect personal information directly from children under the age restricted by applicable laws. If we become aware that information has been collected in violation of applicable child privacy laws, we may take reasonable steps to remove or restrict such information in accordance with legal and operational requirements.
Shenll HRMS is designed with consideration for evolving privacy, security, and data protection expectations, including principles related to the India Digital Personal Data Protection Act (DPDP Act), General Data Protection Regulation (GDPR), and industry-standard SaaS operational practices. Compliance responsibilities may vary depending on customer implementation, deployment models, organizational usage, regional regulations, and contractual arrangements. Customer organizations remain responsible for ensuring their internal workflows, employee management processes, and platform usage comply with applicable employment, labor, payroll, tax, and privacy laws.
Shenll HRMS may update or modify this Privacy Policy periodically to reflect changes in legal requirements, platform functionality, operational practices, infrastructure, security enhancements, service offerings, or business operations. Updated versions will be published on our official website with revised effective dates. Continued use of the platform and related services following updates may constitute acknowledgment of the revised Privacy Policy.
For questions, concerns, support requests, or privacy-related inquiries regarding Shenll HRMS, users and organizations may contact us through the following channels:
Depending on customer requirements, enterprise agreements, deployment models, and subscription plans, Shenll HRMS may provide additional documentation and compliance-related materials such as Data Processing Addendums (DPA), security documentation, AI usage disclosures, subprocessor information, cookie policies, infrastructure details, and enterprise-specific operational agreements. Availability and applicability of such documentation may vary based on contractual arrangements, regional requirements, and organizational implementation needs.