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HR Information Systems

The single source of truth for everything HR runs on. SuccessFactors at the core, cleanly integrated with finance, IT, and the talent ecosystem.

Book a discovery call → All HR Strategy
1 Single source of truth
SAP SuccessFactors core
API Integrated ecosystem
Clean Governed data

Why HRIS matters

One record per employee.
One process per event.

The data backbone every other HR discipline depends on. Get it right, and everything downstream becomes easier.

Most HR functions run on a patchwork. A legacy HRIS for the system of record, a different ATS for recruiting, another tool for performance, a benefits portal nobody can integrate with, and a payroll vendor that sends Excel files by SFTP. Every report requires reconciliation. Every audit requires explanation.

Five disciplines: assess the patchwork honestly, architect the future state, configure SuccessFactors as the system of record, migrate with an audit trail, and govern the data so the platform stays trustworthy.

Without a trustworthy system of record, every HR initiative starts with a reconciliation.

SuccessFactors Employee Central as the system of record. SAP BTP for integration. Identity through Azure AD. Master data governed. Audit trail preserved.

The five disciplines

From patchwork to
trustworthy backbone.

A defensible HRIS architecture, end to end. For each discipline, here is the concept — then what we deliver.

01 Assess

Inventory of every HR system in production, every integration in flight, every spreadsheet doing work it should not be doing. The picture as it actually is.

What we deliver

Full HRIS inventory across systems of record, talent, learning, comp, payroll, and downstream consumers; integration map with data flows and latencies; shadow-process audit identifying the spreadsheets quietly doing HRIS work; and a maturity assessment per data domain.

Outcome

A clear-eyed picture of what HR data actually does today — including the parts nobody documented.

02 Architect

Reference architecture for the future state. Single source of truth defined. Integration patterns chosen. Identity strategy resolved. Data governance designed.

What we deliver

SuccessFactors Employee Central as the designated system of record; integration architecture on SAP BTP / SAP CPI; identity strategy through Azure AD or SAP IPS; data-flow diagrams for every critical interface (Finance, IT, Talent, Payroll); and an HRIS roadmap sequenced over 18–24 months.

Outcome

An architecture the CFO, CIO, and CHRO can all sign.

03 Configure

SuccessFactors Employee Central as the system of record. Foundation objects, business rules, workflows, position management, and the global assignments that make multi-country HRIS work.

What we deliver

Employee Central foundation objects and business rules; position management; workflow design aligned to future-state process; effective-dated history; global assignments and cross-board moves; and configuration documentation auditors accept.

Outcome

A system of record that supports your actual employment lifecycle — not the textbook version.

04 Migrate

Data migration from legacy systems with traceability back to the original source. Reconciliation reports. Audit trail. Cutover that does not lose history.

What we deliver

Data-extraction scripts from legacy HRIS, ATS, performance, and comp systems; data-quality assessment with cleansing guidance; staged migration into Employee Central; reconciliation reports row-by-row; and a cutover playbook with rollback strategy. Historical data preserved with effective dates intact.

Outcome

A migration that satisfies the auditor — and a system that knows what happened before it existed.

05 Govern

Data governance and master data management for after go-live. Without governance, the platform drifts. Within twelve months it stops being trustworthy.

What we deliver

Data-governance framework with named domain owners; master-data definitions and stewardship roles; data-quality KPIs and monitoring; change governance for foundation objects, business rules, and integrations; and a quarterly data-health review.

Outcome

A platform that stays the system of record — not one that quietly becomes a system of record-keeping.

The reason it matters

Every downstream HR system depends on the trustworthiness of the upstream HRIS. Get the foundation right and every initiative gets easier. Get it wrong and everything downstream pays for it — forever.

Unify your HR data

Ready to build a single
source of truth?

Stop reconciling systems that never agree. Book a discovery call and we'll map the path from fragmented HR data to a unified, governed HRIS.

Book a discovery call → All HR Strategy
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Athena
Online · Trained on Renew HR
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How long does a SuccessFactors implementation take?
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With our SHARP SAP SuccessFactors Lighthouse package — Employee Central + Onboarding — you're in production in 12 weeks, fixed-scope. Full HCM suite (SHARP SAP SuccessFactors Plus) lands in 4-6 months. Both are signed off against SAP's own qualification criteria — 1 of 8 partners nationally with that accreditation.
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