Discover
Process workshops, data audit, and a fit-gap against the standard product.
Phase 2 · Evaluate
HR · People, leave and talent
Dynamics 365 Human Resources
Human resources on Dynamics 365 from headcount plan to exit: recruitment, onboarding and contracts, movements, leave, performance, learning, compensation, benefits, employee relations and offboarding, with approvals, letters, self-service and privacy built in.
Overview
Human resources on Dynamics 365 from headcount plan to exit: recruitment, onboarding and contracts, movements, leave, performance, learning, compensation, benefits, employee relations and offboarding, with approvals, letters, self-service and privacy built in.
Capabilities
Recruitment from staff requisition to offer and conversion to employee
Onboarding, employment contracts, renewals and probation reviews
Movements, leave and absence, performance, learning, compensation and benefits
Employee relations, health and safety, service desk and whistleblowing
Approvals, letters, e-signature, self-service and role-based security
Data privacy, consent, retention and a clean hand-off to payroll and time and attendance
How an employee moves through Dynamics 365 Human Resources
One record from the headcount plan to the final settlement, with the same approvals, policies and audit trail at every step.
Start Headcount plan
- Line manager Plan and request A staff requisition is raised against the headcount plan and approved. Control point
- Recruiter Recruit Vacancy, adverts, applications, scoring, interviews, checks and offer.
- HR Hire and onboard An accepted offer converts to an employee, with an onboarding checklist and a signed contract. Control point
- Line manager Confirm probation Probation is confirmed, extended or ended, with reminders from the daily processor. Control point
- Employee and manager Perform, learn and move Objectives, appraisals, training, promotions, transfers and acting appointments.
- Compensation and benefits Reward Pay changes, pay reviews, allowances and benefit elections, with pay-affecting changes queued for payroll.
- Employee Take leave and ask for help Leave, absence and self-service requests, plus service desk cases and employee relations when needed.
- HR and finance Exit Notice, clearance, final settlement checklist and exit interview, then retention and anonymisation.
Result Retention applied and payroll informed
Our approach
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Design
Solution blueprint, integration map, and the extensions we will actually need.
Deploy
Configuration, migration rehearsal, role-based training, UAT and phased cutover.
Support
Hypercare, managed services, client portal, scheduled optimisation reviews.
What you get
One system for the employee lifecycle, from the headcount plan to the final settlement checklist, running on Dynamics 365 Business Central with the same approvals, security and reporting as the rest of your ledger. Nearly two hundred business processes are documented end to end, and every approval runs through one workflow engine and one policy engine.
Recruitment: requisition, vacancy, adverts, applications, scoring, interviews, pre-employment checks, offer and conversion to employee
Onboarding and contracts: hire checklists, contract approval and signature, renewals, addenda and probation reviews
Movements: promotion, transfer, acting and secondment with automatic revert, bulk movements and cross-border transfers
Leave and absence: entitlement and accrual, requests, cancellation, recall, carry-forward, encashment and time off in lieu
Performance and learning: objectives, appraisal cycles, moderation, 360 feedback, training, certifications and mandatory training
Compensation and benefits: pay plans, pay changes, pay review cycles, allowances, variable pay, open enrolment and life events
Beyond the core lifecycle
Human resources teams carry more than hiring, leave and appraisals. The same system covers the supporting processes, so they share one employee record, one approval engine and one audit trail.
Employee relations: disciplinary cases, grievances, appeals and consultation with unions or works councils
Offboarding: notice, clearance, asset recovery, final settlement checklist, exit interviews and redundancy batches
Health and safety, international assignments and immigration documents
HR service desk with routing and service levels, a knowledge base and confidential whistleblowing
Rewards and recognition, employee wellness programmes, surveys and service milestones
Imprest advances, cash applications and purchase requisitions handled through HR, with recovery from pay by consent
Governed by policy, approvals and security
Rules are configuration, not code. Effective-dated policies resolve for the company, an employee group or an individual, so a rule change has a date, an owner and an approval.
Approval workflows for every HR document, with delegation, escalation and a block on self-approval
Letter templates with versions, approval and effective dates, bulk generation and e-signature
Role centres for the HR manager, recruiter, employee lifecycle and development managers, line managers and employees
Permission sets and security profiles that decide who sees which people and which fields
Country packs with starter policies, with Kenya as the reference pack
Self-service and privacy by design
Employees and managers raise leave, early-return, encashment, overtime and document requests themselves, change profile data under field rules and see their team's position. HR sees what the policy allows, no more.
Employee and manager self-service through a portal, with request queues and out-of-office approvers
Consent records, privacy profiles and data-subject requests for access, export, correction, restriction and erasure
Retention policies, anonymisation and legal hold
Sensitive-data classification and masking, and analytics that suppress small groups
Hand-off to payroll and time and attendance
Payroll calculation, payslips, statutory filings and ledger posting belong to a payroll product, and clocking, shifts and attendance belong to a time and attendance product. Dynamics 365 Human Resources hands over cleanly: a payroll change queue with export batches for pay-affecting changes, approved leave and holidays out, and absences in. It never calculates pay.
How we deliver it
A sandbox with demo data so workshops use real screens, then a foundation in the real company, HR roles, policy decisions, process configuration per area, approval workflows and a scripted scenario test for each. Each workshop works through the fit-gap questions for its process, and the policy decisions are recorded with the client and their advisers.
Frequently asked questions
Does Dynamics 365 Human Resources include payroll?
No. Payroll and time and attendance are separate products. Human resources hands over pay-affecting changes through a payroll change queue and export batches, and exchanges leave, holidays and absences with time and attendance. PayrollFlow 365 is our payroll product for Business Central and Finance & Operations.
Which processes does it cover?
The employee lifecycle from headcount plan to exit: recruitment, onboarding and contracts, movements, leave, performance, learning, compensation, benefits, employee relations and offboarding, plus approvals, letters, self-service, privacy, health and safety, wellness, rewards and a service desk.
Can employees and managers use self-service?
Yes. Employees and managers raise leave, return-from-leave, encashment, deferral, overtime and document requests, update profile data under field rules, and managers see and act for their team.
How are approvals handled?
Every HR document runs through one approval workflow engine with approver resolution, delegation, escalation and a block on self-approval, and an inbox for approvers.
How does it handle personal data and privacy?
It records consent, handles data-subject requests for access, export, correction, restriction and erasure, applies retention and anonymisation, supports legal hold, and masks sensitive fields by security profile.
Does it work for more than one country?
Rules are effective-dated policies that resolve per company or employee group, and country packs carry starter policies, with Kenya as the reference pack. Other countries are set up with you and your adviser.
How do we start?
With a 45-minute consultation, then a discovery and fit-gap workshop on your own processes. You receive a written fit-gap and a phased plan before a programme is agreed.