A job code change in HR can break three downstream systems by Monday.
Every hire, transfer or termination starts in the HCM system, and its integrations carry the change to payroll, benefits, finance and identity. We build and support those integrations on Workday, PeopleSoft and SAP SuccessFactors. We also upgrade on-premises installs, build Workday Extend apps and staff specialists.
Identity governancejoiner · mover · leaverAccess platformOkta · Entra ID
WorkdayOracle PeopleSoftSAP S/4HANASailPoint
in short·15-second read
These platforms hold employee records, org structure, compensation and payroll.
Workday, Oracle PeopleSoft HCM and SAP SuccessFactors are the main ones. We build and support integrations from them to payroll providers, benefits carriers, finance and identity. PeopleSoft gets upgraded on PeopleTools releases, and Workday gets custom apps on Extend. We also plan platform moves and place certified HCM engineers on contract, contract-to-hire or permanent terms.
you probably need this if
Terminated workers keep access because the HCM feed to identity runs late or fails silently.
Benefits carrier files fail every open enrollment and get fixed by hand.
PeopleTools is several releases behind because custom code collides with every update image.
Accounts get disabled on the termination date now.
Update images go in on a regular cycle with less retrofit work, and regulatory updates…
Integration inventory with owner, schedule and failure handling
Worker event test scenarios for rehires, transfers and retro changes
chapter 01 · where it hurts
Why teams reach out
Terminated workers keep access because the HCM feed to identity runs late or fails silently.
Benefits carrier files fail every open enrollment and get fixed by hand.
PeopleTools is several releases behind because custom code collides with every update image.
chapter 02 · what we change
How we solve it
HCM integrations
HCM-driven identity lifecycle
Workday Extend apps
PeopleSoft upgrades and support
Platform moves
HCM specialist staffing
chapter 03 · how it runs
Our approach
Integration inventory
Fix or rebuild plan
Build and test
Run and hand over
chapter 04 · where you end up
What changes
Accounts get disabled on the termination date now.
Update images go in on a regular cycle with less retrofit work, and regulatory updates no longer wait for customization fixes.
Integration inventory with owner, schedule and failure handling
Worker event test scenarios for rehires, transfers and retro changes
what we do
Where we spend the hours
6 areas of work, each one done by an engineer who has run it in production.
Outbound feeds to payroll, benefits carriers, time and attendance, learning and finance, built on each platform's own integration tools or your integration layer, with error handling someone actually reads.
Hire, transfer and termination events go from HCM into your IGA or access platform. Don't leave out the worker attributes, the effective dates or the contingent worker records. Identity rules depend on them.
Custom apps that run inside Workday and work directly with your people and finance data, for processes the delivered product doesn't cover, such as internal mobility requests or site access approvals.
PeopleTools upgrades, applying PeopleSoft Update Images, retrofitting customizations, and moving customizations to configuration where newer images allow it.
Moves from PeopleSoft or SAP ERP HCM to Workday or SuccessFactors. We do the data conversion and the parallel payroll runs, then rebuild every downstream integration.
Workday integration developers, Extend developers, PeopleSoft developers and DBAs, and SuccessFactors Employee Central consultants, onsite, nearshore or offshore.
capability 01 / 06in production
PSS/4
HCM integrations
Outbound feeds to payroll, benefits carriers, time and attendance, learning and finance, built on each platform's own integration tools or your integration layer, with error handling someone actually reads.
Hire, transfer and termination events go from HCM into your IGA or access platform. Don't leave out the worker attributes, the effective dates or the contingent worker records. Identity rules depend on them.
Custom apps that run inside Workday and work directly with your people and finance data, for processes the delivered product doesn't cover, such as internal mobility requests or site access approvals.
PeopleTools upgrades, applying PeopleSoft Update Images, retrofitting customizations, and moving customizations to configuration where newer images allow it.
Moves from PeopleSoft or SAP ERP HCM to Workday or SuccessFactors. We do the data conversion and the parallel payroll runs, then rebuild every downstream integration.
Workday integration developers, Extend developers, PeopleSoft developers and DBAs, and SuccessFactors Employee Central consultants, onsite, nearshore or offshore.
We pieced these together from HCM & Payroll Platforms situations that come up a lot. They're patterns. You won't find a specific client in them.
case file 01
Terminations reach the identity platform two days late
composite · not a client story
Beforethe situation
Workday terminations are often entered late or with a future effective date. The nightly feed to the identity platform only carries same-day changes, so people who've left keep their access for days.
What we dothe work
Change the feed so future-dated terminations go out with their effective date, and schedule the disable for that moment. Urgent terminations get a same-day path. Once a week, reconcile active accounts against terminated workers to catch the rest.
Afterwhere you end up
Accounts get disabled on the termination date now. Urgent cases go through the fast path. If anything slips, the weekly reconciliation catches it.
case file 02
PeopleSoft HCM customizations that block every update image
composite · not a client story
Beforethe situation
A PeopleSoft HCM install is several update images behind. Every image conflicts with custom PeopleCode in core components, so the team skips them and slips further behind on regulatory updates.
What we dothe work
Inventory the customizations with change and usage data, and retire the ones nobody uses. Where the current image supports it, move others to configuration. Then rehearse the next image against the shorter retrofit list.
Afterwhere you end up
Update images go in on a regular cycle with less retrofit work, and regulatory updates no longer wait for customization fixes.
How HCM data flows to payroll, benefits, finance and identity
Worker events start in HCM and integrations carry them to payroll, benefits carriers and finance. The identity platform listens to the same events. That's how access gets granted and removed across applications.
Integration layer → Finance and ERP: cost allocation
HCM system → Identity governance: identity attributes
Identity governance → Access platform: provision
Payroll provider → Integration layer: pay results
how it runs
A typical engagement
We don't start a step until the last one has produced something you can check.
step 01
Integration inventory
Every inbound and outbound feed, with format, schedule, owner, failure handling and which business process depends on it.
step 02
Fix or rebuild plan
Integrations get ranked by failure rate and business impact. Then we pick which to fix, which to rebuild and which to switch off.
step 03
Build and test
Test every change against real worker scenarios, including rehires and retro pay, transfers across companies and contingent workers.
step 04
Run and hand over
We monitor integration runs and set up alerts, and we write runbooks for the common failures. Then the HRIS team takes over.
you keep
What you're left with
We write these for your HCM & Payroll Platforms setup, and they're working documents. Your team should be able to keep things running from them long after we've gone.
inventory01
Integration inventory with owner, schedule and failure handling
yours to keep
tests02
Worker event test scenarios for rehires, transfers and retro changes
yours to keep
inventory03
HCM-to-identity attribute mapping and event design
yours to keep
design04
Workday Extend app designs and deployed code
yours to keep
plan05
PeopleSoft upgrade plan with customization retrofit list
Some clients want a project team, some want a couple of engineers on theirs. Either works. Onsite, nearshore or offshore, with handovers across time zones that keep things moving.
Onsite
Engineers at your sites in the US
Nearshore
Overlapping hours with US teams
Offshore
Overnight progress on your backlog
All time zones
Coverage handed over across time zones
24-hour coverage · US Central time
OnsiteUS business hours
Nearshoreoverlapping US hours
Offshoreovernight progress
Combinedhandover, not hand-off
00:0006:0012:0018:0000:00
roles we staff
Workday integration developer
Workday Extend developer
PeopleSoft HCM developer (PeopleCode)
PeopleSoft DBA and PeopleTools administrator
SAP SuccessFactors Employee Central consultant
HCM-to-identity integration engineer
due diligence · hcm & payroll platforms
Questions to ask any partner, including us.
Put these to anyone bidding on your HCM & Payroll Platforms work. The ones who've done it answer differently from the ones who've read about it.
Q1
How will you test rehires, retro changes and future-dated events?
These are where HCM integrations usually break. A test plan without them will pass and still fail in production.
Q2
Which attributes from HCM will our identity platform depend on, and who keeps those clean?
Bad worker data makes bad access decisions. Ask for an attribute mapping that names an owner for each field.
Q3
Looking at our PeopleSoft customizations, how many would you retire rather than retrofit?
Old PeopleSoft installs are full of custom code nobody runs. Every piece you retire is one less thing to retrofit next time.
Q4
What would you build in Workday Extend versus buy as a separate app?
Extend apps run inside Workday and get native data access. Someone still has to maintain them. Ask the partner to spell out that trade-off for you.
Q5
How will you run parallel payroll during a platform move?
Parallel runs are where conversion errors show up as wrong paychecks. Ask how many cycles, how differences are reconciled and who signs off.
01Should we move from PeopleSoft to Workday?
That turns on how customized PeopleSoft is, how happy HR is, which finance platform you run and whether you have the appetite for a multi-year program. Staying on PeopleSoft and moving to newer PeopleTools releases is a real option. We cost both paths, with the risks, before we recommend one.
02What breaks most often in HCM integrations?
Effective-dated changes, rehires and retro changes that the original integration didn't anticipate. Most failures trace back to scenarios that were never in the test plan.
03How does the HCM system relate to identity governance?
It's usually the authoritative source. Identity platforms build joiner, mover and leaver rules from HCM worker data, so missing manager links or late terminations show up as access problems.
04Do you work on payroll itself?
Payroll interfaces, payroll data and testing, parallel runs included, are ours. Calculation configuration usually sits with the payroll provider, so we work with them on it.
05Can you staff Workday or PeopleSoft roles without a project?
Yes. Workday, PeopleSoft or SuccessFactors, our staffing practice places specialists in all three. Contract, contract-to-hire or permanent, your call.
related
Often paired with
Projects on HCM & Payroll Platforms usually end up touching one of these, so they're worth a look.
