HRIS integration: a guide to connecting your workflow

The HR tech stack. It sounds like a neatly wrapped package 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. ‍

A standard HRIS typically handles things like employee, document, and absence management, so you need additional integrations to cover people-centric initiatives to support engagement, performance, and development.

‍‍That leaves HR professionals to find the right HRIS integrations and figure out how they all fit together — often leading to data silos and fragmented workflows. No wonder 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 newest hire. This article will walk you through what an HR integration is and how it connects data and processes to streamline your work.

*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 adding functionalities missing from your HRIS. This is done through application programming interfaces (APIs), which enable software to communicate, share data, and link workflows. 

Suppose your HRIS only offers document storage, absence management, and benefits administration. In that case, you may opt for HRIS integrations that allow you to survey your workforce and track people analytics to inform your HR initiatives. Another option is selecting a more comprehensive HRIS platform with tools for people enablement and core HR tasks — resulting in a more streamlined, centralized tech stack.
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What are the most popular HRIS integrations?

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

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

Here are two of the most popular HRIS integrations you’ll see on the market today:

• Payroll — Some HR systems offer basic payroll services, meaning you can automate payroll preparation, but not pay team members. 
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• Training and development — You can connect a dedicated learning management system (LMS) to your HRIS to automate onboarding and even set employees up with customized learning paths. Comprehensive HR platforms like Leapsome offer tailored learning features.

• Communication and productivity — These integrations allow instant messaging tools like Microsoft Teams and Slack to notify you of updates and communications within your HRIS. For instance, Leapsome reminds people of their meetings and agendas, nudges them to complete surveys and learning paths, and facilitates goal progress review.

• 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.  

• Performance management — You can run performance reviews, create competency frameworks, and streamline your review cycle with performance management integrations. Or use a robust HR platform like Leapsome, which includes performance management tools and analytics.

• ‍Talent management — These integrations allow you to recruit and hire new team members. These services typically include an applicant tracking system (ATS) that organizes the candidate pipeline and helps HR teams dig deeper into recruitment analytics.
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• 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.

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What are my HRIS integration options?

There are three 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 that include everything from time tracking and absence management features to tools for surveys, feedback, and performance reviews. 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 integrations when you need them.
  
  If you go “all in” on a software solution’s entire suite of products, you’ll want to test the platform to ensure it’s easy to adopt, fits your preferred ways of working, and puts users first. Without adequate trial and error, you risk investing in a range of features that don’t work for you. That’s the benefit of an HR software solution like Leapsome: our pricing is modular, so you can pick the tools that are most important to you and your business.

• Use native integrations — When a platform offers native integrations, it has built-in APIs that 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. Our platform also syncs with tools like Jira, so you can connect fixed issues with our Goals module.
  
  This is ideal if you have a small engineering team, as native integrations require minimal IT know-how.
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• ‍Build custom integrations — This involves developing a tailored solution to help two software programs connect. Doing so requires a lot of technical knowledge and might mean relying on expensive third-party support to take care of the full integration process. 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? The setup can vary greatly depending on your team’s preferred workflow. However, the most effective approach is to automate as much as possible, with specific actions configured to trigger relevant notifications and texts.

Here’s a visual breakdown of an onboarding workflow using the Leapsome platform as an example:

Simplify your team’s workflows with the right HRIS integration approach

Finding an HRIS system that aligns with your team’s preferred way of working can be challenging. If your goal isn’t just to equip — but to empower — employees, 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. When you combine all that with our new HRIS, which handles essential HR tasks like employee data management and time tracking, you might achieve the integrated HRIS workflow of your dreams!

‍⚡ Level up people processes and engage team members at a high level

Leapsome combines HRIS tools and people enablement features to help you create impactful, seamless HR workflows. 

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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. For example, signing up for benefits, requesting time off, and taking part in training courses should be straightforward, intuitive processes.

• 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 a single source of truth.
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What are the main challenges associated with HRIS integration?

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

• System capability — How will different software communicate with each other, and how will the full process look on the user’s end?
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• 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?
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• Vendor management — How will you streamline the managing various software contracts?
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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:

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