Built to keep labor lean, shifts covered, and every location moving.

In limited service, small inefficiencies become big problems fast. A schedule that misses the lunch rush, an open role that stays open too long, or inconsistent processes across locations can quickly hit speed of service and margin. Harri connects hiring, scheduling, time and attendance, and employee engagement so operators can keep every location running from the same playbook.

Salli brings AI-powered forecasting and scheduling directly into daily operations, helping managers build around real demand instead of relying on last week’s schedule or best guesses. With labor aligned more closely to traffic, Harri customers have reduced labor costs by 5–8%, while built-in compliance tools help teams manage wage-and-hour requirements without adding more manual work.

For growing brands, that consistency scales. Harri supports everything from individual operators to some of the world’s largest multi-location restaurant organizations.

Workforce technology designed around the people who create the guest experience.

Great full-service dining depends on having the right people, with the right skills, in the right place at the right time so you don’t end up leaving money on the table. Harri helps restaurants coordinate the entire workforce experience, from finding and onboarding talent to scheduling teams and keeping employees connected once they are on the floor.

Demand forecasting from Salli helps managers plan the right balance of front- and back-of-house coverage across every daypart. Engage360 gives teams a direct way to share updates, recognize great work, and stay connected across shifts, locations, and roles.

That matters in an industry where retention directly affects service. Harri customers see turnover decrease by an average of 22%, helping restaurants hold onto experienced teams and deliver a more consistent guest experience.

Bring every department, property, and workforce process together.

A hotel may operate like one property to the guest, but behind the scenes it is dozens of teams working in sync. Front desk, housekeeping, food and beverage, engineering, and management all have different staffing patterns, responsibilities, and workforce requirements.

Harri brings those moving parts into one workforce operating platform. Properties can recruit across departments, manage schedules and time, engage employees, and maintain workforce records without stitching together separate systems for every team.

Salli helps operators plan labor against changing demand, including occupancy patterns and events, while configurable compliance tools support the requirements of different properties and markets. The result is a clearer view of the workforce across the entire operation, whether managing one boutique hotel or a multi-property hospitality group.

Turn unpredictable store traffic into smarter workforce decisions.

Retail demand rarely follows a perfectly predictable schedule. Traffic changes by hour, promotions create sudden peaks, and seasonal hiring can transform a store’s workforce almost overnight. Harri helps retailers respond quickly with hiring and workforce management built around the realities of frontline operations.

AI-powered forecasting through Salli helps managers align coverage with expected demand, while scheduling, time and attendance, and employee tools work together to keep stores staffed without creating unnecessary labor spend. Compliance capabilities also help operators navigate increasingly complex scheduling and wage requirements across markets such as New York and California.

From a flagship location to a national portfolio, Harri gives retail leaders the structure to standardize operations without losing the flexibility individual stores need.

Powerful workforce technology without the enterprise-sized overhead.

Independent operators do not have separate teams for scheduling, recruiting, HR, and labor management. Often, the same person is doing all of it while also trying to run the business. Harri puts those workflows in one place so operators can spend less time jumping between systems and more time focused on their teams and guests.

Hospitality-specific scheduling, compliance guardrails, hiring tools, and AI guidance from Salli help take administrative work off the manager’s plate without requiring a large back-office operation. And when every labor hour counts, smarter staffing can make a meaningful difference. Harri customers have reduced labor costs by 5–8%.

Start with what the business needs today, with a platform that can keep supporting it as new locations, managers, and teams are added.

See the whole business without losing sight of the individual location.

As a brand grows, workforce decisions become harder to manage consistently. Each location has its own hiring pressure, demand patterns, managers, and performance, but leadership still needs one clear view of how the organization is operating.

Harri’s organizational architecture brings locations, regions, and brands into a shared structure, while Harri IQ rolls workforce, labor, and engagement data into portfolio-level visibility. Leaders can spot where performance is drifting, then move from the enterprise view down to the locations that need attention.

At the store level, managers still get tools built for their day-to-day reality, including AI-powered forecasting and scheduling through Salli. That combination gives growing brands centralized visibility without forcing every operational decision through corporate.

Create brand-wide consistency while preserving franchisee control.

Franchise operations require something different from a traditional corporate hierarchy. Franchisors need consistent standards and visibility across the system, while individual franchisees need the autonomy to manage their own employees and locations.

Harri is built to support both. Configurable organizational structures, multi-brand routing, and shared workforce workflows allow brands to establish consistent approaches to hiring, scheduling, and compliance without taking day-to-day control away from local operators.

Franchisees get tools that help them run labor efficiently. Brand leaders get consolidated reporting and a clearer view across the network. Harri already supports major franchise operations, including more than 540 Burger King locations, proving that model can work at significant scale.

Let every brand operate like itself, while the business runs as one.

Running multiple brands is not just a larger version of running one. Each concept can have its own operating model, workforce policies, wage structures, scheduling rules, and employee experience, while leadership still needs one way to manage the portfolio.

Harri is designed around that complexity. The Business Admin Module gives multi-brand operators a shared organizational architecture across brands, regions, and locations, with configuration inherited through the hierarchy instead of rebuilt site by site. Each brand can maintain the workflows and rules that make sense for its operation without creating another disconnected workforce system.

Harri IQ then brings performance back together, giving leadership a consolidated view across labor, turnover, workforce activity, and compliance. Multi-brand single sign-on also directs employees and managers to the right experience based on the brand and location they are working in.

Even the account structure can scale with the portfolio, supporting consolidated contracting and billing as locations and brands are added. That means operators can expand, reorganize, or introduce new concepts without rebuilding the workforce technology underneath them.

Bring consistency to a workforce operation that spans hundreds of locations.

At enterprise scale, workforce complexity multiplies quickly. Thousands of employees, layers of regional leadership, different labor markets, and location-specific regulations all have to operate within the same standards without slowing local teams down.

Harri gives enterprise groups one workforce operating system across talent acquisition, workforce management, and employee engagement, with the organizational structure to support large hierarchies and the flexibility to account for regional requirements. Standardized hiring, onboarding, scheduling, and compliance workflows can be managed across the business while Fair Workweek and other local labor requirements are applied where they are needed.

Harri IQ gives leadership visibility across the entire estate, while Salli helps turn workforce and business data into action closer to the operation. Harri customers have reduced labor costs by 5–8% and turnover by an average of 22%, creating impact that becomes increasingly meaningful at enterprise scale.

Today, Harri supports more than 65,000 locations and 750+ clients globally, including enterprise organizations such as Inspire Brands across concepts including Arby’s, Sonic, and Buffalo Wild Wings.

Everything employees need for work, without having to chase it down.

Frontline employees should not need to track down a manager to check next week’s schedule, swap a shift, request time off, or figure out whether their hours were recorded correctly. Harri puts everyday workforce tasks directly in employees’ hands through the TeamLive mobile experience.

Employees can manage schedules and requests, clock in with protections against buddy punching, access important workforce information, and participate in recognition and rewards through CommsHub, all without a company laptop or a trip to the back office.

Because those employee tools connect directly to the systems managers use to schedule and track time, there are fewer gaps between what the employee sees and what the business records. It is a simpler experience for employees and a stronger foundation for retention.

Less time managing workforce admin. More time managing the shift.

A manager’s day does not happen one task at a time. A call-out comes in while they are approving time off, watching labor, getting ready for a rush, and somehow still trying to finish next week’s schedule.

Harri brings those decisions together. TeamHub and HarriLive give managers a central place to manage scheduling, requests, time and attendance, and day-to-day workforce activity, while Salli adds demand forecasts and labor insights that help managers make better staffing decisions without having to dig for the data first.

Compliance is built into the workflow too. Requirements such as Fair Workweek, premium pay, good faith estimates, and right-to-rest rules can be surfaced before a scheduling decision becomes an expensive problem. Managers get more support in the moments they actually need it, not another dashboard to check later.

Know where to focus before a location becomes a problem.

Regional leaders do not need more store reports. They need to know which locations require their attention and why.

Harri IQ brings labor, hiring, workforce, and engagement performance together across the region, including 14 standard liveboards designed to surface the indicators that matter most. Leaders can quickly identify changes in labor performance, turnover, staffing, and other workforce trends without waiting for month-end reporting.

Harri’s organizational structure makes it possible to move from the regional view down to an individual location, while Salli can help surface operational outliers earlier. That visibility helps turn labor and workforce goals into action at the locations where intervention will have the greatest impact.

One workforce record across a workforce that rarely stands still.

Hospitality HR teams manage constant movement. Employees join, leave, transfer, change roles, and work across locations, all while the organization has to maintain accurate records and meet different compliance requirements.

CoreHR gives HR teams a centralized foundation for employee records, employment history, documentation, and workforce actions across the organization. Instead of reconciling information from disconnected local processes, teams can work from a consistent system of record.

Harri also brings compliance-focused workflows into the broader employee lifecycle, including Fair Workweek support, background checks, WOTC, and E-Verify processing. For HR, the value is not simply digitizing paperwork. It is creating a workforce operation that is easier to govern as the business grows and changes.

See workforce performance in the numbers that matter to the business.

Owners do not need another workforce tool to manage. They need fewer systems, better visibility, and confidence that labor decisions being made across the business are improving performance.

Harri connects recruiting, scheduling, time and attendance, engagement, and employee development within one workforce operating system, with Salli helping translate workforce and business data into smarter day-to-day decisions. Instead of piecing together separate reports from separate vendors, operators can see a more complete picture of how their people strategy affects the operation.

The impact shows up where ownership feels it most. Harri customers have reduced labor costs by 5–8% and turnover by an average of 22%. And because the same platform can support an independent location or an enterprise portfolio, operators do not have to introduce more workforce systems simply because the business gets bigger.