People operations integrations and automations

Joiners, leavers and the systems in between, with access derived from a role rather than copied from a colleague.

Everything here has a date attached and a person who notices when it slips. Access on the first morning, the last badge revoked on the last afternoon, a payroll cycle that does not wait. The distinguishing constraint is that the data is sensitive and the audience is wide, so what crosses between systems is deliberately less than what could: a payroll system does not need interview feedback, and an HRIS does not need a rejection reason.

Built with Tray Headless

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

Guides for other teams