HR software for NDIS providers
HR software built for NDIS providers, not generic HR software with an NDIS label.
CORA's HR layer holds a policy register with versioned acknowledgements, a per-worker file, a credential register with expiry warnings, a supervision register, practice observations, onboarding checklists derived from live records, and a document vault, on the same record as the training itself. Most results in this space are generic HR software with no NDIS awareness, or a consultant selling templates. CORA is software where the HR record and the training live in one place.
What does CORA's HR layer actually do?
Policy register, with acknowledgement against the exact version. Policies are uploaded by category and scoped to teams or to everyone. A worker acknowledges the exact version they read, and when a policy changes, every worker in scope is re-asked. The register shows which version each acknowledgement was against, not just that one exists.
A per-worker file. Role, employment type, start and end dates, emergency contact, declared secondary employment, pre-employment checks, qualifications and experience, and a date confirming when the record was last reviewed, all on one file rather than scattered across a shared drive.
Credentials with expiry warnings. Worker screening, first aid and CPR, driver's licences, tickets and in-person training, each with an expiry date and a warning window the provider sets at 7, 14, 30, 60 or 90 days. Upload a certificate and CORA reads the dates printed on it.
A supervision register. Cadence set per employment type, sessions combining a conversation, a Support Observation and a performance review, and an evidence pack for any date range.
Practice observations. Practice watched on shift and written down, the record most providers can talk about but cannot produce.
Onboarding checklists, derived from the records actually held. A new starter's checklist is generated from live records rather than a stored status, so it cannot silently go stale.
A document vault. Signed contracts, proof of identity and right to work, private and logged, with every download recorded.
Why not just use generic HR software?
A generic HR platform is built to serve every industry at once, which means it knows nothing about the NDIS Practice Standards, the Workforce Capability Framework, or what an auditor actually asks a training register to show. A provider running generic HR software still needs a separate training system, and still has to explain the gap between the two when an assessor asks for evidence.
CORA's courses, credentials, policies and supervision records map to the NDIS Practice Standards by design, with the mapping shown on the certificate itself. That mapping is not a bolt-on. It is the reason the product exists.
Why not just buy a consultant's template pack?
A consultant sells documents: a policy, a procedure, a template you fill in yourself. That has a real place, and CORA never competes with it, because CORA never supplies policy content or procedure documents. A provider's policies stay entirely their own.
What CORA does is hold and evidence what happens after the document exists: who acknowledged it, against which version, whether the training built from it was completed, and whether a worker's practice was observed applying it. A template answers "do we have a policy." CORA answers "can we show it was read, understood and trained on."
The custom course builder takes this a step further: turn a provider's own plan or policy document into a course, with AI assistance or built by hand, so the policy and the training that teaches it stay attached to each other. See how CORA builds a course from your own document.
Does NDIS HR software from CORA include payroll or rostering?
No, and it is worth being direct about it. CORA replaces the HR records stack, training, credentials, policies, supervision, onboarding and the document vault, not the payroll system or the roster. Most providers run CORA alongside whatever they already use for pay and shifts, and the two do not overlap or compete for the same job.
How does the HR record connect to the training?
This is the part generic HR software and template packs both miss. A credential expiry, a policy acknowledgement, a supervision session and a course completion all sit on the same worker record in CORA, not four systems a quality manager has to reconcile before an audit.
Named exportable records: a training register, a completion summary, a credential register, policy acknowledgements, a supervision register, supervision sessions, and Support Observations. Every one exports as PDF or CSV. See the audit-ready training register, the credential register, and supervision records for what each one actually holds.
Four modules, Credentials, Documents, Policies and Supervision, can each be switched off in settings, so a provider already running part of this elsewhere keeps only what they need. Switching a module off never deletes anything and never blocks an export.
Free tools, no email required
Five practice tools, printable straight from the browser, adapt them to your own service: a training register template, a training matrix template, a credential register template, a supervision agenda template and a support worker onboarding checklist. None is a policy document, and your own policies stay entirely your own either way.
Not sure which records you are missing yet? The training records self-check is a five-question, no-email read on what your workforce records currently cover.
And one complete course is free: Professional Boundaries & Ethics, given away whole, done on a phone in about 25 minutes, so you can judge the course design before anything else.
Built for your kind of provider
Running a SIL house? See training and workforce software mapped to the SIL supplementary Practice Standards. Running a small team with no dedicated compliance role? See compliance software built for providers from 15 workers, with published pricing and no sales call required.
What does CORA's HR software cost?
The HR layer, policy register, worker file, credentials, supervision, onboarding and the document vault, is included on both CORA plans alongside the full course library. There is no separate HR add-on to buy. See the full seat-band price ladder, published openly with no "contact sales" tier, and the difference between Foundations and Capability.
Common questions
A policy register with acknowledgement against the exact version a worker read, a per-worker file covering pre-employment checks, qualifications and contact details, a credential register with expiry warnings, a supervision register, practice observations of work watched on shift, and onboarding checklists derived from the records actually held. Generic HR software rarely holds all of these against the NDIS Practice Standards, and none of it does anything if it sits apart from the training a worker actually completed.
Neither framing fits well, because both treat one as the add-on. CORA holds the HR record and delivers the training from the same worker record, so a policy acknowledgement, a credential expiry and a course completion sit on one file rather than being reconciled between two systems.
No. CORA replaces the HR records stack, training, credentials, policies, supervision, onboarding and the document vault, not payroll or rostering. Most providers run CORA alongside their existing payroll and rostering system, and the two do not overlap.
Generic HR platforms are built for any industry and have no concept of the NDIS Practice Standards, a Workforce Capability Framework mapping, or a training register an auditor asks for by name. A provider using generic HR software still needs a separate training system, and still has to explain the gap between the two at audit.
A consultant sells documents. CORA is software that holds and evidences the records those documents create, the acknowledgement, the credential, the supervision session, the training completion. CORA never supplies policy content or procedure documents. A provider's policies remain entirely their own; CORA holds the evidence that they were read, understood and trained on.
Yes, this is one of CORA's HR records. When a policy changes, every worker in scope is re-asked to acknowledge the new version, and the register records which version each acknowledgement was against, not just that an acknowledgement exists.
No. CORA measures and evidences capability and holds the HR records a provider needs. Sign-off on whether a worker is competent on the job stays with the provider's own qualified assessor, and for high-intensity supports that assessment is clinician-led.
Per worker, an auditor is looking for identity and right to work, the NDIS Worker Screening clearance and its expiry, qualifications and any role-specific tickets with their expiry dates, the induction record, training completions by name and date, policy acknowledgements tied to the version the worker read, and evidence of supervision proportionate to the risk of the supports delivered. For higher risk supports they will also want evidence the worker can perform the task, not only that they attended the training. The common failure is not missing records, it is records scattered across a drive, a calendar and somebody's memory, so nothing can be produced per worker on the day.
See the records in detail: the training register, field by field, or book a demo and look at a real worker file.