Employee management
A single record for every employee, role, and reporting line.
Microsoft Dynamics 365
Dynamics 365 Human Resources for practical ERP transformation
Use Dynamics 365 Human Resources as a focused platform path inside a structured lifecycle that connects platform choices to operational outcomes.
The status quo
HR data lives everywhere except where decisions get made
Most HR teams aren't short of systems. They're short of a single, trusted record. That gap is where compliance risk, payroll errors and stalled rollouts come from.
The 'system of record' is a spreadsheet
Headcount, leave balances and org structure live across HR, finance and line managers' files. Reconciling them for a board pack or audit takes days, and the numbers rarely match. Dynamics 365 Human Resources is meant to be the single source of truth — but only if employee, position and org data is modelled correctly from day one.
Leave and absence run on goodwill
Accruals are calculated by hand, carry-over rules are interpreted differently by each manager, and statutory entitlements drift out of compliance. Every error is a grievance or a tribunal risk waiting to happen — and self-service never lands because employees don't trust the balance they see.
Payroll and benefits don't reconcile
Compensation changes approved in one place don't flow to payroll in another. Benefits enrolment sits in a third system. Month-end becomes a manual reconciliation marathon, and a single mismatched record can mean an underpaid employee and a finance correction next cycle.
Rollouts stall at go-live
Big-bang HR projects led by junior consultants get 80% of the way, then collapse under data migration, integration to payroll and Finance, and change resistance. The platform gets blamed; the real cause was scope, sequencing and a team learning on your time.
Features
See it in action
A closer look at the product, screen by screen.
Employee profile
A single employee record with personal details, identifiers, certificates, and tests.
Core capabilities
Leave and absence management
Request, approve, and track time off against policy automatically.
Benefits and Compensation management
Administer benefits and pay structures from one place.
Performance management
Goals, reviews, and development tracked across the year.
Recruiting operations
Run requisitions, candidates, and hiring workflows end to end.
Administrative workflow automation
Automate the HR paperwork that slows people down.
Employee self-service assistance
Employees get answers and complete tasks without raising a ticket.
Repetitive-task automation
Offload routine HR operations to automation.
What changes
One trusted HR record, measurable in weeks not quarters
We sequence Dynamics 365 Human Resources to deliver a working core — people, positions, leave — before we touch the harder edges. Value compounds from there.
First credible outcome
- 6wks
- to first live module
- Employee and org management plus leave and absence live and trusted, before benefits, comp or payroll integration begins.
- 70%
- less manual HR admin
- Self-service agents and automated accruals remove the spreadsheet reconciliation that consumed your HR team's week.
- 99.5%
- payroll accuracy
- Validated compensation and benefits data flows cleanly into payroll, cutting corrections and off-cycle adjustments to near zero.
- 3x
- faster reporting cycles
- Board-ready headcount, attrition and cost-to-hire reporting comes straight from one record, not a manual merge of three.
Connected, not siloed
Dynamics 365 Human Resources where your business already works
HR data only earns trust when it reconciles with finance, payroll and the tools people use daily. We integrate to the systems that matter and leave the rest alone.
Finance
Data
- Dataverse
Identity
- Microsoft Entra ID
Comms
- Microsoft Teams
Productivity
Analytics
Workflow
- Power Automate
Recruiting
Payroll
Documents
AI
Where it fits
Built for organisations where headcount is the operation
Dynamics 365 Human Resources earns its keep wherever workforce complexity, compliance and cost control collide.
Manufacturing
Shift-based workforces with complex leave accrual and union rules get a single, auditable record for absence, position management and labour cost feeding straight into Finance.
Professional services
Performance, compensation and skills data live alongside utilisation, so promotion and comp decisions are driven by one consistent record instead of partner-by-partner spreadsheets.
Retail and hospitality
High-volume, high-turnover hiring runs through structured recruiting and onboarding, while self-service agents handle the leave and rota queries that swamp HR.
Healthcare and care providers
Mandatory training, credential expiry and statutory leave are tracked against positions, so compliance gaps surface before an inspection finds them.
Financial services
Tight access control, full audit trails and clean comp and benefits data support regulatory scrutiny and remuneration reporting without manual evidence-gathering.
Client proof is published only when outcomes, quotes, and metrics are approved for external use.
- Up to 3x target
- Qualified delivery-speed target, always scoped to project realities
- Human-reviewed
- AI-assisted delivery with consultant accountability
- 9-step lifecycle
- From discovery through ongoing optimization
- 2 platform paths
- Microsoft Dynamics 365 and Odoo right-fit advisory
How we deliver
Phased to first value, never big-bang
We de-risk by sequencing. Each phase delivers something live and trusted before the next begins, so you're never carrying a half-built system into the next cycle.
Discovery and data readiness
We map your org structure, positions, leave policies and payroll dependencies, and assess the real state of your source data. You leave this phase with a sequenced plan and a clear-eyed view of migration risk — no surprises at go-live.
Core: people, positions, org
We configure and migrate employee and org management — the foundation everything else depends on. Senior consultants validate the data so the record is trusted from the first day it goes live.
Leave, absence and self-service
Statutory and policy-based accruals, approval workflows and HR self-service agents go live. Employees and managers get a balance they can trust, and HR reclaims the week it spent reconciling spreadsheets.
Compensation, benefits and payroll
We model comp structures and benefits, then build validated integrations to Finance and payroll. This is the hard edge — so we tackle it on a stable core, not as a first move.
Performance and recruiting
Performance management, goals and recruiting workflows extend the platform once the operational backbone is proven. We layer in Copilot-assisted screening and reviews, every output human-reviewed.
Hypercare and handover
We run alongside your team through the first full payroll and reporting cycle, fix issues live, and hand over documentation and trained admins. You own the platform — not a dependency on us.
Why it's low-risk with us
Accountability you can name, on every phase
The cheapest HR rollout is the one that works the first time. We remove the failure modes that sink these projects.
Senior consultants, never juniors on your data
The person scoping your leave rules and payroll integration is the person delivering them. No bait-and-switch to a learning team once the contract is signed.
Fixed-scope phases, not open-ended billing
Each phase has a defined deliverable, a duration and a price. You can stop after any phase with a working system in hand — your investment is never hostage to the whole programme.
AI-assisted, human-reviewed
We use Copilot and automation to accelerate configuration, data mapping and recruiting screening — but a senior consultant signs off every output that touches your people data or payroll.
Data validated before it goes live
Migration is the number one cause of HR rollout failure. We reconcile and validate every record against source before anyone trusts a balance, a comp figure or a headcount.
- Microsoft Solutions Partner
- Senior-led delivery
- Human-reviewed AI
- Fixed-scope phases
- Stop-after-any-phase
How to start
Start small, prove value, then scale
You don't have to commit to a full programme to find out whether we're right for you. Begin with a fixed-scope sprint and decide from there.
Stage 01 Discovery sprint
- Org and data assessment, leave and payroll policy review, migration risk report and a sequenced delivery plan with phase pricing.
Fixed fee, 1-2 weeks. Yours to keep even if you go no further.
Stage 02 Core go-live
- Employee, position and org management plus leave and absence configured, migrated, validated and live with self-service.
First trusted module in roughly six weeks.
Stage 03 Full programme
- Compensation, benefits, payroll integration, performance and recruiting delivered phase by phase, with hypercare and handover.
Scope locked per phase; stop whenever you have what you need.
FAQs
AI supports discovery, documentation, testing, training, and optimization. Consultants review outputs and remain accountable for decisions.
We compare budget, complexity, integrations, reporting needs, internal capacity, and growth plans before recommending a platform path.
Flectic supports adoption, resolves stabilization issues, improves reports, and builds an optimization roadmap.
Take the first step
Find out whether your HR data is ready
Most failed Dynamics 365 Human Resources rollouts were doomed before configuration began — by source data nobody had assessed. Our readiness brief tells you exactly where you stand, what to fix first, and how we'd sequence delivery to first value. No obligation, no junior consultant.
- A clear assessment of your employee, position and payroll data quality before you commit a penny to migration.
- A sequenced, phase-by-phase delivery plan with durations and the order that de-risks your specific rollout.
- A senior consultant on the call from the first conversation — the same person who would lead delivery.
Assess your ERP fit
Map your current workflows, platform options, and the first practical phase of implementation.
Response within one business day