How to Use the Aura Health Rehab HR Portal

The master record for every employee and consultant: personal details, government IDs, bank details, employment details (department, title, rates, dates), a profile photo, and uploaded 201-file documents.

• Add someone: click New Staff, fill the tabs, tick which branch(es) they work at, and complete the Employment Details for each ticked branch.
• Edit someone: open their card, click Edit, change the fields, and Save.
• Profile photo: click Upload Photo, then Adjust / Zoom to drag and zoom so the face sits nicely in the round avatar before saving.
• 201 files: upload documents per branch under the person's file section.

The analytics view over your workforce — headcounts, employment types, department and specialization breakdowns, top schools, and rate analytics. Use it to answer "how many, where, and what kind" without opening individual profiles.

Where user logins are created and roles are assigned. This is how a person becomes an HR officer, a staff member, or a director, and how you link a login to a staff profile.

• Create an account with a name, email, temporary password, and role.
• Assign the branch-specific admin role to give an HR officer their branch.
• Because this controls who sees what, it is reserved for the Manager.

Manage job openings and the applications that come in through the public careers page. Applicants apply online; you review them here and move them through your process.

• Post and edit openings; the public apply page collects candidate details and answers.
• Review submitted applications and track candidates.

Create and run trainings and CPD seminars, and publish them to the public institute page at institute.sapphireclinicseast.org where the public registers and pays.

• Create a seminar with schedule, speaker, CPD units, fee, and description.
• Hide from public site: tick this on a seminar to remove it from the public page entirely while keeping all its records here.
• Manage attendees, issue certificates, and generate posters and QR codes.
• Staff see the trainings they're enrolled in and their certificates through their own account.

Structured peer feedback among staff, with separate clinical and administrative evaluation forms. Staff complete evaluations of colleagues; HR reviews the results.

The library of HR manuals and policies. Anyone signed in can open and read a manual — this is the go-to reference for "how do we do X here?"

A catalog of reusable document templates (letters, forms, certificates) HR can pull from instead of recreating documents each time.

Schedule meetings with timezone-aware times that sync automatically to Google Calendar. Invited staff see the meetings they're part of.

• Set date, time, and timezone; the invite goes on the calendar automatically.
• Staff see only the meetings they've been invited to.

Assign and track HR tasks and to-dos, scoped to your branch. Good for onboarding steps, recurring checklists, and follow-ups.

Staff log what they accomplished each week; HR and managers review the submissions. The regular pulse of what everyone is working on.

Monthly service invoices from consultants, tracked per branch. HR sees who has and hasn't submitted for the month and can send reminders.

• Each consultant-branch has its own invoice row for the month.
• Upload or mark submissions; chase the outstanding ones.

Shareable questionnaires (registrations, reference checks, intake forms) with a public link people fill in. Responses collect here, each downloadable as a PDF.

• Share a form's public link; submissions arrive in its Responses tab.
• New responses trigger the notification bell and deep-link to that form.
• Download any response as a PDF, or delete it.

The directory of patients and their relationship with the clinic — used to look up a patient and see their history and touchpoints.

Patient satisfaction surveys, typically collected via a QR code at the front desk. Review scores and feedback to track service quality.

Log and track complaints raised by patients so each one is recorded, assigned, and resolved rather than lost. New complaints show up on the notification bell.

The channel for concerns raised by staff. HR reviews and acts on them; new concerns are flagged on the notification bell so they're seen promptly.

Track statutory and government filings so compliance deadlines and submissions are in one place rather than scattered across spreadsheets.

Central storage for shared HR and company documents — the shelf everyone in HR pulls official files from.

Dashboards for the metrics the clinic tracks, so performance against targets is visible at a glance.

Company equity records — common and preferred shares, share certificates, voting, and board documents. Because it's sensitive ownership data, only the Manager and Directors can open it.