Your systems should work for you,
not the other way around
You’re running payroll in one system, tracking leave in a spreadsheet, managing rosters on paper, and spending hours each week manually copying data from one place to another. Or worse: you’re about to migrate to a new payroll system and you have no idea where to start.
HR technology should make your life easier. When it works well, it saves time, reduces errors, and gives you data you can use to make better decisions. When it doesn’t, it creates more work than it saves.
We help businesses choose the right systems, implement them properly, and make them talk to each other. Whether you’re moving off spreadsheets for the first time or integrating a complex multi-system landscape, we can help.
They were running three systems that couldn’t talk to each other
When Aroha took over as Operations Manager at a growing retail chain with 85 staff across six locations, she inherited a mess. Payroll was in one system, rostering in another, and employee records lived in a combination of spreadsheets and paper files. Nothing talked to anything else.
Every fortnight, store managers would email their timesheets to head office. Someone would manually enter them into the payroll system. Errors crept in constantly: wrong hours, missed allowances, leave recorded twice or not at all. The Holidays Act compliance was questionable at best.
“I was spending two full days every pay period just on data entry and error correction,” Aroha told us. “And I still didn’t trust the numbers.”
We started with a systems audit to understand what she had, what was working, and what was broken. Then we helped her select an integrated workforce management platform that handled rostering, time and attendance, and leave, with a clean integration to her existing payroll system.
The migration took six weeks. We mapped the data, cleaned up years of inconsistencies, ran parallel payrolls to validate accuracy, and trained the store managers on the new system.
Now, timesheets flow automatically from the rostering system to payroll. Leave requests go through a proper workflow. Managers can see real-time labour costs against their budgets. And Aroha has her two days back.
“The system pays for itself every month in time saved,” she said. “But honestly, the biggest win is that I can sleep at night knowing the numbers are right.”
The hidden cost of disconnected systems
When your HR systems don’t work together, you pay for it in ways that aren’t always obvious.
Time: Every hour spent manually entering data, reconciling spreadsheets, or chasing information is an hour not spent on work that matters.
Errors: Manual data entry creates errors. Errors in payroll create underpayments (which create legal risk) or overpayments (which you may never recover). Errors in leave records compound over time.
Compliance risk: The Holidays Act is complex. If your systems aren’t calculating leave correctly, you could be building up a liability that only surfaces when an employee leaves or an audit happens.
Poor decisions: If you can’t see your data clearly, you can’t make good decisions about staffing, costs, or planning. You’re flying blind.
Frustration: Your team spends their time fighting systems instead of doing their actual jobs. Good people leave because they’re tired of working around broken processes.
The good news: most of this is fixable. The right systems, properly implemented and integrated, can transform how your business operates.
HR System Consultant Services
Accurate, compliant payroll — migrated and configured properly the first time.
Map your systems, remove duplication, and automate data flows.
Structured learning systems that track compliance and development.
Digital rostering that reduces admin, improves visibility, and integrates with payroll.
Map your systems, remove duplication, and automate data flows.
Centralised employee data with clean workflows and system integration.
Interactive dashboards that turn HR data into real business insight.
How we work
Understand before we recommend
We start by understanding your business, your current systems, and your pain points. We don’t come in with a predetermined solution or push particular vendors. We figure out what you need, then help you find the best way to get there.
Plan before we act
Rushing into a system implementation is how migrations go wrong. We plan data migration carefully, run parallel systems where needed, and test thoroughly before going live.
Train and support
A system is only as good as the people using it. We train your team properly and provide support through the transition period, so you’re not left struggling with a new system you don’t know how to use.
Document and hand over
We document everything: configurations, processes, integrations, and admin procedures. When we’re done, you have everything you need to maintain and manage your systems going forward.
Get your systems working for you
Our HR technology and systems services are charged at $190 + GST per hour.
Project costs vary depending on scope and complexity. A straightforward payroll migration for a small business might take 20-30 hours. A complex multi-system integration project could be significantly more. We’ll scope the work with you and provide a clear estimate before we begin.
What to expect:
· Initial consultation to understand your needs
· Clear project scope and cost estimate
· Regular progress updates
· Thorough testing before go-live
· Training and documentation
· Post-implementation support
Not sure where to start? Book a systems review and we’ll map what you have, identify the gaps, and recommend a path forward.
Your Questions, Answered
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There’s no single “best” payroll system. It depends on your size, industry, complexity, and what other systems you need to integrate with. We’ve worked with most of the major NZ payroll providers and can help you choose based on your specific needs. We don’t receive commissions from vendors, so our advice is independent
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Typically 4-8 weeks for a straightforward migration, longer for complex scenarios. We always recommend running parallel payrolls (old and new system) for at least one pay cycle to validate accuracy before fully switching over.
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Start with a systems review. We’ll map what you have, identify the biggest pain points and risks, and recommend a prioritised approach. Often, fixing one key integration or replacing one broken system can make a huge difference without needing to change everything at once.
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Yes. We can help you define requirements, evaluate options, and select the right vendor for your needs. We’re independent and don’t receive payments from vendors, so our recommendations are based purely on fit for your business.
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Yes. We build integrations using REST APIs and webhooks to connect systems that don’t have native integrations. This requires the systems to have available APIs, which most modern cloud systems do.
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That’s fine. Not every business needs (or can afford) enterprise HR systems. We can help you build well-structured Excel solutions that bring order to your HR data and reporting.
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We can provide post-implementation support on an hourly basis, or hand over to your internal team with full documentation. Many clients come back to us for system changes, upgrades, or new integrations as their needs evolve.
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We work across industries, with particular experience in hospitality, retail, healthcare, professional services, trades, and manufacturing, all sectors where rostering, shift work, and complex pay rules are common.