HRIS Conversion

Case study


A property management company has a good culture but wants to improve the overall employee experience: 

  • Employees had delays in getting paystubs, seeing accurate PTO balances, and getting PTO requests approved. 
  • Managers were challenged by the manual and outdated process in place to approve timecards, PTO tracking and requests, and a timely and effective way to provide feedback to their team. 
  • Candidates were challenged by the cumbersome application process. 
  • Senior leaders wanted more data to make informed decisions.

To invest in a Human Resource Information System (HRIS) that encompasses more than just payroll: PTO tracking, time tracking, performance management, applicant tracking, onboarding, etc. .


We worked with the leadership team to identify the top priorities and a budget. We identified two HRIS systems to evaluate which one would be the best fit for their short/long term goals. Once we selected an HRIS, we identified which modules (payroll, employee experience and performance, or hiring and onboarding) we would roll out to the team first that would make the biggest impact on the employee experience.


Together with the leadership team we rolled out the new HRIS modules: payroll (which includes time tracking, PTO, and Holiday), applicant tracking system (ATS), onboarding, and performance management. The adoption rate of the system was 100% within days of implementation. The team can now successfully support the employee lifecycle from the convenience of their mobile phones, tablets, or computers.

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