Industries
Every acquired practice brings its own people data; keep it, not its systems
Professional services firms live on their people: consultants who move between projects, offices and countries, and practices that join through acquisition with a payroll and HRIS of their own. Fuse Analytics archives that history in one secure platform so the firm can consolidate systems without losing a record.
Why consulting people data outlives the system
Consulting, advisory and other professional services firms grow in two ways, and both scatter people data. Hiring adds consultants who rotate through engagements, offices and sometimes countries, generating assignment, time, mobility and compensation history along the way. Acquisition adds whole practices, each arriving with an HRIS, a payroll provider and a set of spreadsheets that the integration plan says will be retired, and that then linger for years because they hold the only copy of the past.
Fuse Analytics archives HR and payroll data for consulting and professional services firms today. Each entity’s history is loaded once, the retiring systems are switched off, and HR, finance and legal keep self-service access.
What a people business asks of its records
- Assignment and time history. Project assignments, timesheets and utilization underpin billing disputes, partner reviews and client audits, and they outlast the staffing tool they were captured in.
- Compensation and bonus history. Variable pay, promotions and partner or principal transitions need a complete history for reviews, claims and financial audits.
- Mobility and cross-border work. Secondments and international assignments leave immigration, tax and payroll records in several countries, each with its own retention and privacy rules.
- Acquisitions. Integrating an acquired practice is easier when its history is archived first; the HR and payroll merger checklist and the M&A compliance assessment cover what to look for.
Accessible, compliant and secure
- Accessible. Self-service gives HR, payroll, finance and practice leaders answers about a former consultant, an old assignment or a past pay period without a ticket to IT.
- Compliant. Retention policies by record type, audit access and data subject requests are handled by the compliance features, so records stay legally accessible for as long as the rules require and no longer.
- Secure. A SOC certified platform hosted on AWS with user roles, single sign-on, multi-factor authentication and encryption; see the security overview.
What the archive holds
- Demographics, employment, job and office history across legal entities and acquired practices
- Payroll history in every currency the firm has run, with pay stubs that can be recreated on request
- Assignment, timesheet and absence records from retired staffing and time systems
- Compensation, bonus and equity or partnership records
- Documents: offer letters, confidentiality agreements, certifications, performance reviews and mobility paperwork
The datasets page explains how the archive is scoped and loaded from each source system.
Where to start
Request a demo to see the archive with your own data, or read the acquisition and divestiture roadmap for the HR and payroll merger.
Consolidating the systems of an acquired practice?
Talk to a data specialist about archiving the acquired firm's HR, payroll and assignment history so its systems can be shut down on the integration timeline.