Keep your data, not your legacy infrastructure

Accessible

Keeping your data accessible means getting the right data to the right people to get the right insights. Self service superpowers your HR department when you need critical data in critical time.

Compliant

Your need for people data outlasts the typical lifespan for an HRIS. Ensure that you have your records legally accessable for Compliance reports, subpoenas and audits. 

Secure

Steve from IT saving an excel file on his windows folder doesn’t cut it these days. 

If people are your greatest asset, your people data should be handled as such. Secure your data. 

User roles, SSO, global data privacy features plus bank grade encryption.

Types of legacy data you can store

*An extensible document model accepts any unique data associated with employees, contractors, applicants and more.

Person

Benefits

Employment

Payroll

Job

Recruiting

A people focused HR system

Many companies are paying $100k – 500k annually to keep legacy enterprise HR and Payroll systems up and running.
We offer data and document storage as well as a fully web based application that emulates common HRIS platforms. This enables your organization to quickly migrate data and documents and distribute reporting throughout an organization to all levels of users.

The intuitive navigation and customizable layouts allow organizations to store and present new data models beyond just simple HR indicative and Payroll history data. It includes:

  • Pre-delivered global data models for HR, Payroll, Time, Compensation, Absences, Recruitment, Training and Events, and Benefits.
  • NoSQL based backend allows extension of data structures for organization specific data for all data types: structured, semi-structured, unstructured + document and file management.
  • Adjustable security model to protect select datasets, documents and PII (Personally Identifiable Information).

A Data Platform for the Future of HR

The Fuse Analytics platform helps customers turn their data liability into an asset.

  • Archiving: Ability to more easily decommission legacy system data to reduce license and maintenance costs yet retain real-time data access.
  • Consolidate global HR and Payroll systems (SAP, PeopleSoft, ADP, Ceridian, etc.) along with in-house, SaaS, Cloud, and various MS Access and Excel data sources.
  • Keep analyst headcount needs low by providing reporting directly to Executives, Business Unit Managers, Region Managers, and Line Managers.
  • Analytics: Baseline historical data to advance insights and launch predictive HR metric capabilities.
  • Leverage external data in addition to internal data to identify opportunities for improvement (e.g. salary/compensation variances, other industry KPI benchmarks).
  • Compliance: Secure the HR and Payroll data + document life cycle.

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