HRIS integration: a guide to connecting your workflow

The HR tech stack. It sounds like a neatly wrapped package that’s designed to handle every human resources problem you throw at it, from automating onboarding and payroll to managing performance reviews and compensation processes. 

But that’s rarely what it looks like in reality. 

The tech stack is born out of necessity, of course. A standard HRIS typically handles things like employee management, document management, and absence management, which means you need additional integrations to handle more people-centric initiatives related to engagement, performance, and development. 

But that leaves HR professionals to find the right HRIS integrations and figure out how they all fit together, which often leads to data silos and fragmented workflows that frustrate team members. That’s likely why some employees describe using workplace software as “Kafka-esque” and “getting botsmacked by bureaucracy incarnate.”*

It’s possible to create a more integrated HR workflow that works seamlessly for everyone, from your CHRO to your new hire, which is what we’ll cover in this article. But first, it helps to understand what an HR integration is and how it’s designed to connect data and processes.

*Business Insider, 2024
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What is an HRIS integration?

An HRIS integration allows you to share data between your human resources information system (HRIS) and another tool, typically one that offers functionality that your HRIS doesn’t. It achieves this with application programming interfaces (APIs), which let the two software programs communicate, share data, and link workflows where possible. 

So, for example, if your HRIS only offers data storage, an applicant tracking system, absence management, and benefits administration, you may opt for HRIS integrations that allow you to survey people and track people analytics. Whether by custom configurations or built-in triggers, one of your HRIS integrations may then aggregate employee data from your HRIS and use it to automate your survey cycles. 
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What are the most popular HRIS integrations?

While HRIS solutions are commonly designed to handle HR processes like hiring and recruitment, employee data management, document management, and time tracking, they’re evolving into more consolidated and sophisticated platforms. For example, some HRIS software now includes features for payroll, talent management, and training and development.

Still, most “all-in-one” HRIS solutions are designed for specific use cases and industries, which means that not all of the options out there look the same. 

Here are some of the most popular HRIS integrations you’re likely to see on the market today:

• Payroll — Some HR systems offer basic payroll services, which means that you can automate payroll preparation, but not actually pay team members. Full-service payroll systems like ADP can handle that last step for you and even include compliance features that allow you to pay employees globally and in accordance with their local regulations.

• Training and development — Connect a dedicated learning management system (LMS) with your HRIS so you can automate onboarding and even set employees up with customized learning paths. Comprehensive HR platforms like Leapsome have these kinds of features as part of their core offering.

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• Communication and productivity — Integrate instant messaging tools like Microsoft Teams and Slack to notify you when you get a communication within your HRIS. 
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• Time and attendance — Make it simple for employees to request time off and for their managers to approve or deny with a click. A good time and attendance integration should keep all PTO data stored on a shared calendar, so everyone has visibility over who’s in and out of the office.  
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• Performance management — Run performance reviews, create competency frameworks, and streamline your entire employee assessment cycle with performance management integrations. Or use a robust HR platform like Leapsome, which includes performance management tools and analytics.

• Benefits administration — While some HRIS platforms include these features as part of their suite of products, you can also find separate integrations that offer employees self-service enrollment to things like private health coverage, retirement contributions, and rewards.

• Talent management — Recruit, hire, and even onboard new team members with talent management integrations. These platforms typically include an applicant tracking system (ATS) that keeps the candidate pipeline organized and helps HR teams dig deeper into recruitment analytics.

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🔎 Real HR product example: While Leapsome’s HR platform includes features for reviews, goals, surveys, meetings, feedback, compensation, and development, we also offer built-in integrations for HRIS platforms like BambooHR.

But you won’t need to do that for long: Our soon-to-be-launched HRIS tool means you’ll be able to unify your people data and further consolidate your tech stack. Join the waitlist if you want to stay in the loop and be the first to know about any updates.

What are my HRIS integration options?

There are three main ways you can approach HRIS integrations to avoid running into the overlapping features problem — or the unused features problem:

• Choose an HRIS with a broad suite of tools — For instance, platforms like Paycor include payroll, benefits, talent acquisition, and workforce management capabilities. The additional benefits of an HRIS like this? You may be able to opt for a more basic, less expensive paid plan that doesn’t include all of the features, and only add additional integrations when you absolutely need them.

However, this approach requires a lot of trust on your part. If you go all in on a software solution’s entire suite of products, you’ll want to test the platform first to make sure it’s easy to adopt, fits with your preferred ways of working, and puts users first. Without adequate trial and error, you risk investing in a whole range of features that don’t actually work for you. That’s the benefit of an HR software solution like Leapsome. Our pricing is modular, so you can pick and choose the tools that are most important to you and your business.

• Use native integrations — When a platform offers native integrations, it means they have built-in APIs that are designed to communicate with specific software. For instance, Leapsome has native integrations with popular apps like Google Calendar and Microsoft Teams so your team can collaborate across communication apps seamlessly. Our platform also syncs with tools like Jira so you can connect fixed issues with our Goals module.

This is an ideal option if you have a small engineering team as native integrations require minimal IT know-how. Still, this means that if you switch HRIS platforms, you’ll likely have to rebuild your tech stack from scratch.

• Build custom integrations — This involves building a tailored solution to help two software programs connect. Doing so doesn’t only require a lot of technical knowledge, it also might mean relying on expensive third-party support to see the integration project through. Custom integrations may be the most suitable choice for enterprises and large organizations that have significant budgets, full-stack engineering teams, and enough time to see the integration project from start to finish. 

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An example of a well-integrated HRIS workflow in action

What does it look like when the HRIS you’ve chosen communicates seamlessly with its integrations? It can look a dozen different ways depending on the way your team prefers to work. But it’s best when it’s as automated as possible, with specific actions you perform configured to trigger specific notifications and texts.Here’s a visual breakdown using the Leapsome platform as an example:
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Simplify your team’s workflows with the right HRIS integration approach

It’s tricky enough to find an HRIS system that fits with your team’s preferred way of working. But if your goal isn’t just to equip — but to empower — employees with tools, prioritize platforms that focus on people enablement as well as core HR tasks.

Whatever your current setup, Leapsome can help. Our HR platform already includes tools for setting collaborative goals, running performance reviews, leading actionable meetings, and developing employees with learning paths and competency frameworks. And when you combine all that with our forthcoming HRIS, which handles essential HR tasks like employee data management and time tracking, you might just be able to achieve the integrated HRIS workflow of your dreams.

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Frequently asked questions about HRIS integration

What are the biggest benefits of an integrated HRIS workflow?

These are some of the biggest benefits of an integrated HRIS workflow: 

• Improved employee experience — This is often because there are many employee self-service capabilities within the broader HRIS workflow. It should be a straightforward, intuitive process to sign up for benefits, request time off, and participate in training courses, for example.

• Cost reduction — Fewer unnecessary tools in your HRIS workflow means you don’t have to pay for features you don’t need.

• Data accuracy and compliance — You won’t have to worry about errors due to manual data entry or sifting through duplicate and triplicate data with a centralized HR workflow and single source of truth.

What are the biggest challenges associated with HRIS integration?

Determining which integrations are right for you and implementing them correctly is a big undertaking, including challenges like:

• System capability — How will different software communicate with each other, and how will the whole process look on the user end?

• Change management — Who will oversee the process of adding a new integration to the mix? What impact will the new integration have on your current workflow?

• Vendor management — How will you streamline the process of managing various software contracts?

What’s the difference between an HRIS, an HCM, and a HRMS?

If you’re confused about the difference between an HRIS, an HCM, and a HRMS, here’s a quick breakdown:

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• An HRIS typically handles employee data, document management, time tracking, and payroll preparation.
• A human resources management system (HRMS) often has features specifically for recruitment and onboarding, training and development, performance management, and surveys.
• A human capital management (HCM) system tends to handle succession and workforce planning for larger, enterprise-level organizations that need advanced support.

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