Compensation is the most expensive line on the balance sheet — and the worst documented. Walk into any German mid-market company and ask "What are we paying, and on what basis?" — you rarely get a fast answer. The collective bargaining table sits as a PDF on SharePoint, the line manager keeps an Excel sheet of allowances for their team, the division head maintains a compensation grid in tab 17 of a separate file, and senior leadership has an internal master spreadsheet for executive pay that only three people know.
Result: nobody knows the full picture. Personnel costs surprise people, pay-scale increases turn into crisis projects, and the annual pay round becomes email ping-pong between HR and managers.
DnX PayHub: One platform for four worlds
DnX PayHub is the modern compensation platform for German companies. It brings together what was historically always separate:
Collective bargaining pay — ERA, Chemicals, TVöD, AVR, TV-L, Retail and more, fully pre-loaded. Plus your own in-house agreements.
Discretionary pay — above-tariff employees with snapshot history and individual allowances.
Compensation grids — bands and steps with clean career paths.
Salary bands — Min/Mid/Max with automatic compa-ratio and range penetration.
Traditional HR systems rarely cover collective bargaining and indirect job evaluation in one process. PayHub closes that gap — calculated reliably, always up to date, in HR's hands.
Collective agreement as a service — maintained, current, ready to use
Employee classification in DnX PayHub — collective bargaining table, working hours, classification, allowances, all in one view
Stop maintaining collective bargaining tables yourself. The standard agreements — ERA Metal/Electrical, Chemicals, Retail, TVöD, TV-L, AVR — come pre-loaded. Pay-scale updates are delivered centrally; you receive them automatically. No outdated tables, no manual transcription errors hitting payroll.
What if you need your own logic? In-house agreements are configurable in the same system — your own pay groups, levels, allowances, special payments.
Especially elegant: smart conditions. A rotating-shift allowance appears automatically only for employees on a shift model. T-ZUG only for collective-bargaining staff. Performance allowance only when a rating exists. You configure the rule once; the system handles the rest.
Discretionary, grids and bands — structured, not guessed
Above-tariff compensation traditionally lives on gut feeling. PayHub brings the language HR Business Partners already speak into the system:
Snapshot history for every employee: every pay change documented with date, reason, and compa-position.
Compensation grids with multiple bands, multiple steps, and clean career paths — visible to HR and managers.
Salary bands with Min/Mid/Max per validity period, automatic compa-ratio, and a status traffic-light for every employee.
Instead of "they're somehow underpaid," the conversation gets specific: compa 0.82 — yellow. Range penetration 35% — bottom third. A language you can actually talk in.
Operational reality — automatically in compensation
Compensation cost overview in PayHub — monthly cost, FTE, annual forecast, absence costs and scenario simulator on one page
Compensation isn't pure master data. Time tracking, premiums, overtime, special payments, absences — all must flow into pay correctly. PayHub does that automatically:
Work schedules maintained centrally, employees assigned — done.
Time evaluation across seven categories: night, weekend/holiday, overtime, on-call, standby.
Overtime workflow with evaluation and payout, transparent to everyone involved.
Time slices: pre-load future agreement changes today; the system materialises them at the right moment.
Absences reduce the correct pay components automatically (incl. holiday calendar per German state).
Auto-recalculation: when an employee's hours change, pay adjusts immediately — FTE-precise, no manual recalc.
The pay round that thinks collective and discretionary together
Compensation cycle in PayHub — phase stepper, budget table by collective/grid/discretionary, manager planning as a digital workflow
The pay round is the moment when all four worlds collide. In most companies, this happens in a single Excel file that bounces between HR and managers via email. PayHub turns it into a digital process:
Define budget — centrally, per entity, per fiscal year.
Automatic FTE distribution — the budget cascades to managers based on headcount.
Manager plans — in self-service, with full visibility into every team member.
Roll-up and approval — division head, leadership, multi-step workflow.
Apply — planned changes become real classifications, with snapshot, date, audit trail.
What makes PayHub unique:
Collective-agreement evolution already priced in. Step promotions and pay-scale increases are deducted from the budget automatically ("committed budget"). Managers plan only what's truly available.
Full picture for the manager. Base salary, allowances, special payments, performance bonuses — all visible and calculated. No more unknowns in compensation planning.
End-to-end digital. From central budget to applied classification. No master Excel files, no lost versions, no email attachments named "Final_v3_corrected_FINAL".
Self-Service — transparency that lands
A compensation system only works once employees know it.
Employees see their own pay broken down — base salary, allowances, special payments, hourly rate. Clear, transparent, available any time.
Managers see their team — current pay, upcoming step promotions, compa-position at a glance.
HR sees everything — full audit trail of every change: who, when, what.
Pre-configured HRIS and payroll integration
PayHub augments your existing HRIS and feeds payroll. Pre-configured integration in both directions: master data flows in from your HRIS; finalised pay calculations, classifications, and compensation plans go straight to payroll. No custom integration project required — no army of consultants, no months of workshops.
Want the full picture at a glance? We've built a compact product overview as an interactive presentation. → View the DnX PayHub Product Overview
Modern, intuitive, in HR's hands
Traditional compensation systems are IT projects. PayHub isn't. The platform is built so that HR configures it themselves: assign collective agreements, set up salary bands, run compensation cycles. No months of customising, no consulting workshops, no version-upgrade drama.
Multi-tenant (group, holding, subsidiary under one roof), hosted in Germany, with a clean role concept and full audit trail.
Pilot phase: we're looking for reference customers
🚀 DnX PayHub is currently in pilot phase.
Does your company have 200 to 500 employees and are you looking for a modern compensation solution? We're looking for one reference customer for a free implementation — closely supported, with input on the roadmap, ending in a joint case study.
When does PayHub make sense?
Already with a single world — the moment your collective bargaining table lives in Excel. Traditional HR systems can't handle indirect pay components: no time-based step promotions, no conditional allowances, no classification logic derived from employee attributes. Master data, yes — compensation calculation, no.
When collective and discretionary come together — as in every industrial mid-market company — PayHub becomes the single place where the full compensation picture comes together: collective, discretionary, graded, banded, in HR's hands.
Book a no-strings consultation — or view the interactive product overview.