Case studyHuman Resources
Transforming Human Resources with Technology
HR teams are replacing spreadsheets and disconnected tools with integrated platforms and people analytics. Here is how that change is carried out.
Industry
Human Resources
HCM implementation, payroll integration and people analytics, with the specialists to run them.
MBE certified (Minority Business Enterprise)
Overview
Technology in Human Resources
HR technology has to be right on payday and fair at every hiring decision. Teams are consolidating HCM platforms, connecting payroll and finance, and adding AI and analytics, while new rules govern how automated tools are used.
Desmata builds the integrations, analytics and custom tools around platforms such as Workday, SAP SuccessFactors and UKG. We also staff the HRIS analysts and consultants who configure and support them.
We design for employee privacy and for the testing and documentation that fair-hiring rules expect, so HR can adopt new tools with confidence.
Start with a conversation
Tell us what you are working on. A member of the Desmata team will reply by email or phone.
Call us on +1 (214) 407-8089Challenges
What technology leaders here are dealing with
Challenge 1: HCM implementations and release cycles
Cloud HCM platforms ship updates on a fixed cadence, and every release can touch configuration, security roles and integrations. Teams without enough HRIS capacity fall behind and defer value.
Challenge 2: Payroll and system sprawl
Time tracking, benefits, recruiting, payroll and finance often run on separate systems with point-to-point links. Each link is a place where pay or headcount data goes wrong.
Challenge 3: Rules for AI in hiring
The EEOC applies anti-discrimination law to automated selection tools, and NYC Local Law 144, California, Illinois and Colorado add specific rules. The details and dates keep shifting, so tools need documentation and testing built in.
Challenge 4: Employee data is highly sensitive
HR systems hold pay, health and identity data. Privacy laws such as CCPA, which covers California employees, and GDPR for staff in the EU require tight access control and clear retention.
Challenge 5: People analytics that leaders do not trust
Headcount, attrition and pay equity numbers differ between reports because definitions differ. Without agreed definitions and clean data, leaders stop using the dashboards.
How we help
Where Desmata fits in
Implement and integrate HCM platforms
Configuration support, data conversion, integrations and testing for Workday, SAP SuccessFactors, UKG and similar platforms, with cutover plans around payroll cycles.
Build custom HR tools and integrations
Employee and manager portals, onboarding workflows and integration services that connect HR, payroll, finance and identity systems.
People analytics you can defend
A governed HR data model with agreed metric definitions, plus dashboards for headcount, attrition, hiring funnel and pay equity.
Protect employee data
Role-based access, segregation of duties, identity lifecycle automation and monitoring for systems that hold pay and personal data.
Use AI in HR with guardrails
We scope screening, scheduling and employee-assistant use cases with documentation, human review points and testing for adverse impact. Independent bias audits are performed by independent auditors.
Staff your HRIS team
HRIS analysts, platform consultants and integration developers on contract, contract-to-hire or direct hire.
Use cases
What we deliver in this sector
HCM platform implementation and upgrades
Core HR, recruiting, onboarding and time modules brought live, with data conversion and parallel payroll testing.
Payroll, benefits and finance integration
Reliable feeds between HCM, payroll providers, benefits carriers and the general ledger, with reconciliation reports for payroll and finance teams.
People analytics and workforce planning
Attrition, hiring pipeline, span of control and pay equity views built on one governed data model.
Candidate and recruiter experience
Applicant tracking integrations, scheduling automation and career site improvements that shorten time to hire.
Employee self-service and onboarding
Mobile-friendly portals, guided onboarding tasks and document workflows that reduce HR ticket volume.
Identity and access for HR systems
Joiner, mover and leaver automation tied to the HR system of record, so access follows the job and not the person's memory.
Talent
Roles we staff
- HRIS analyst
- Workday HCM consultant
- Workday integration developer
- SAP SuccessFactors consultant
- UKG Pro and UKG Dimensions consultant
- Payroll systems analyst
- HR integration developer
- People analytics analyst
- Data engineer, HR data
- Talent acquisition systems analyst
- Business analyst, HR technology
Regulations and standards
Standards we design for
The rules that shape technology work in this sector, and that we build and staff around.
EEOC and federal employment law
Title VII, the ADA and the ADEA apply to selection tools as they do to people, including disparate impact. We design for testability and documentation, and staff analysts who have worked with these requirements.
State and local AI hiring rules
NYC Local Law 144, California's automated decision regulations, Illinois law and the Colorado AI Act each regulate automated employment tools differently. We design for traceability and notice, and your counsel confirms what applies.
CCPA and GDPR for employee data
California law covers employee and applicant data, and GDPR applies to staff in the EU. We build access control, retention and request handling into HR data flows.
Payroll tax and wage-hour rules
FLSA, IRS and state payroll requirements shape pay calculations and records. We test integrations against your payroll rules and staff people with payroll systems experience.
SOC 1 and SOC 2 vendor reports
HR platform and payroll vendors provide SOC reports that your risk team reviews. We help map integrations and data flows so those reviews are complete.
These are the regulations and standards that shape work in this sector. We design and staff for them. They are not certifications held by Desmata.
Technology
Platforms and technologies in this sector
- Workday HCM
- Workday Studio and EIB
- SAP SuccessFactors
- UKG Pro and Dimensions
- Oracle HCM Cloud
- ADP and Dayforce
- Greenhouse and iCIMS
- MuleSoft
- Dell Boomi
- Workato
- Power BI and Tableau
- Snowflake
Services
Services that support this work
Technology
Implementation & Systems Integration
End-to-end implementation of platforms and AI solutions, integrated with the applications, data and identity systems you already run.
Technology
Business Intelligence
Interactive dashboards, governed data models and reporting in Power BI, Tableau or the BI tool you already use.
Technology
Digital Product Engineering
Custom software architecture, full-stack and mobile development, API-first microservices and legacy modernization. Home of RetailGeo Insights.
Technology
Cybersecurity & Risk Mitigation
Security assessments and posture audits, identity and access management, endpoint detection, threat monitoring and incident response.
Talent
IT Staffing & Strategic Resourcing
Specialized recruitment for IT, data, cybersecurity and product roles, with proprietary candidate-matching intelligence and recruiters who have focused on IT since 2012.
Insights
Our thinking in this sector
Questions
Frequently asked questions
Which HCM platforms do your people know?
We recruit for Workday, SAP SuccessFactors, UKG, Oracle HCM and ADP-based environments, among others. Share the modules and release timeline and a recruiter will match consultants to them.
Can you help us use AI in recruiting without legal exposure?
We cannot give legal advice, and your counsel decides what applies. We can design tools with human review points, records of how each decision was supported and adverse impact testing, which gives counsel something concrete to assess.
Can you integrate our payroll provider with Workday or UKG?
Yes. We build and test the feeds, error handling and reconciliation reports, and schedule cutovers around your payroll calendar. Parallel runs catch differences before employees do.
Do you take on short HRIS contracts?
Yes. Many HRIS needs are short and tied to a release or a go-live. We staff contract roles for those windows, with an option to convert to permanent if the fit is right.
Make your HR systems faster to change and easier to trust
Tell us about the platform, the integration or the analytics gap. We will outline an approach and the people to deliver it.
MBE certified (Minority Business Enterprise)