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Dynamics 365 Human Resources implementation that gives HR one employee record
A Dynamics 365 Human Resources implementation replaces the HR spreadsheets, shared folders and email approvals that grow around a payroll system. It keeps one record per employee, from hiring to leaving, and lets staff and managers handle leave and personal details themselves. We start with your leave policies and org structure, because those decide most of the setup.
What Dynamics 365 Human Resources covers
Dynamics 365 Human Resources holds the organization, positions, jobs and workers, and the history of every change to them. On top of that it runs leave and absence, benefits, compensation plans, certificates and skills, and the tasks that happen when someone joins, moves or leaves.
Microsoft has moved Human Resources onto the same finance and operations platform as Dynamics 365 Finance. For companies already using Finance, workers, positions and legal entities sit in one place. Payroll itself is normally run by a payroll provider or partner solution, so the implementation includes the data that flows to payroll and back.
What we configure
Organization and positions
Departments, positions, reporting lines and legal entities, so headcount and vacancies come from the system.
Worker records
Personal details, employment terms, documents and history, with access limited by role.
Leave and absence
Leave plans, accrual rules, requests, approvals and balances that employees can see for themselves.
Benefits
Plans, eligibility rules and enrollment periods, with employee choices recorded once.
Compensation
Pay structures, grades and review processes, so pay changes follow a recorded approval.
Employee and manager self-service
Staff update details and request leave; managers approve and see their team without asking HR.
Onboarding and offboarding
Checklists that assign tasks to HR, IT and managers when someone joins or leaves.
Payroll data
The agreed fields and timing for passing changes to your payroll provider and checking what comes back.
How an HR rollout runs
- 1
Policy review
Leave, benefits and approval policies written down as rules, including the exceptions people forget to mention.
- 2
Structure and data
Org chart, positions and current employee records cleaned and loaded into a test environment.
- 3
Test with HR
Your HR team runs real scenarios: a new hire, a promotion, a long absence, a leaver.
- 4
Self-service launch
Managers first, then all staff, with short guides on requesting leave and updating details.
- 5
Payroll parallel run
One or more pay cycles compared side by side before the old process is switched off.
When a different HR tool may suit you better
- ✓You need payroll and HR in one product and do not use Dynamics 365 Finance. A dedicated HR and payroll suite may be simpler.
- ✓You have under 50 staff and simple leave rules. Business Central employee records and a light leave tool can be enough.
- ✓Your main need is recruiting. Dynamics 365 Human Resources is not an applicant tracking system, so plan a separate tool.
Human Resources questions
Does Dynamics 365 Human Resources run payroll?
It holds the data payroll needs, such as positions, compensation and absences, but in most countries payroll is run by a separate provider or partner solution. We set up the data exchange and test it with your payroll provider.
Can it work without Dynamics 365 Finance?
Yes, it can be licensed on its own. The benefit of shared workers and organization data is greatest when you also use Finance, so we look at your finance system before recommending a setup.
Can employees use it from their phone?
Self-service runs in a web browser, including the browser on a phone. We test the screens your staff will use most on the devices they actually carry.
What data do we need ready?
An accurate org chart, a list of current employees with job and pay details, leave balances on the cutover date, and benefit enrollments. Cleaning that list is usually the longest part of the project.
Talk to us about your project.
Tell us what you run today and what has to change. A senior consultant replies with a written next step.