People operations integrations and automations

Joiners, movers and leavers, and the HR, payroll and identity systems in between, with access worked out from the role.

6 guides  ·  Built with Tray Headless

What this work has in common

Everything in people operations has a date attached and a person who notices when it slips. A laptop and working accounts on the first morning. Access removed on the last afternoon. A payroll cycle that runs whether or not the data is ready.

The data is sensitive and the number of people who see some part of it is large, so the design question is what to leave out as much as what to send. Compensation, performance and personal details stay in the HR system. Downstream systems get the role, the manager, the location and the dates they need to act on.

The usual systems are an HRIS such as Workday, an applicant tracking system such as Greenhouse, payroll, an identity provider such as Okta, device management, and the learning platform. The HRIS is the source of truth, and most of these guides are about making every other system follow it on the right date.

The guides cover the path from signed offer to worker record, onboarding and offboarding across every system, payroll changes before the cutoff, reporting line changes after a reorganisation, and training assignments with evidence per person.

Where people operations automation breaks

Access copied from a colleague

A new hire gets the same access as the person who sat in the seat before, plus whatever that person picked up over three years. Work out access from the role in the HRIS so the starting point is the same for everybody in that role.

Dates that are not today

HR changes are effective dated. A promotion entered on the 3rd may apply from the 1st, and a termination may be scheduled for next month. A sync that applies every change on arrival pays the wrong salary or revokes access early.

Leavers who keep their accounts

Offboarding checklists cover the systems somebody remembered. The SaaS app bought on a card last spring is not on the list, and neither are the files and workflows the leaver owned.

Too much data crossing over

A payroll system does not need interview feedback, and an HRIS does not need a candidate's rejection reason. Each sync should carry the fields the next system needs and nothing else.

The people operations guides

Each one is the design, the sequence it runs in, the prompts that build it, and what changes when it runs in production.

How to build employee onboarding provisioning

Drive it from the HRIS, derive access from the role instead of a copied colleague, sequence around the start date, and prove it happened.

Automation

WorkdayOktaJiraSlack

How to build employee offboarding deprovisioning

Revoke on the leave date, cover every system instead of the ones you remember, transfer what they owned, and prove it.

Automation

WorkdayOktaSalesforceJira

How to build an HRIS to payroll sync

Sync effective-dated changes, respect the payroll cutoff, hold anything ambiguous instead of guessing, and reconcile every cycle.

Integration

WorkdayGustoNetSuiteSlack

How to build an org hierarchy sync

Propagate a reporting change everywhere it decides something, handle the reorganisation, and never leave an approval routed to somebody who left.

Integration

WorkdayOktaSalesforceNetSuite

How to build an ATS to HRIS sync

Move a signed offer into a worker record without rekeying, keep candidate data out of HR, and trigger onboarding from the start date.

Integration

GreenhouseWorkdayOktaSlack

How to build a training completion sync

Assign from role rather than a spreadsheet, carry completions into the HRIS, and produce evidence per person instead of a percentage.

Integration

WorkdayDoceboSnowflakeSlack

The systems involved

The applications these guides read from and write to, most used first. Each links to its connector page.

Connections these guides build

Solutions for people operations

The solution pages for this work, with the customer stories behind them.

Guides for other teams