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Time attendance management software that transforms HR workflows

Elliot Raba
6 min read
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Time attendance management software that transforms HR workflows_Blog_0525 (1)
Time and attendance management has quietly become one of the most critical tools in HR's strategic toolkit. Once a routine task, it now affects everything from payroll and compliance to employee wellbeing. The era of hybrid teams and rising expectations around flexibility force organisations to move beyond outdated time tracking methods.

In this new world of work, the need for reliable, real-time time attendance management software has never been greater. Managing a dispersed workforce presents challenges for HR teams, who require automated systems to handle compliance and resource allocation in a more complex labour environment.

In this article, we explore how modern time and attendance solutions address these challenges, the key features that make them effective, and the best practices for successful implementation. We will also cover practical guidance on selecting the right system—focusing on tools that simplify operations and support long-term organisational growth.

The importance of time and attendance tracking in HR

Accurate time and attendance tracking sits at the heart of effective workforce management. It provides the data required to ensure fair pay, meet legal obligations, and evaluate resource allocation across teams and departments. As remote and hybrid work arrangements continue to evolve, traditional methods like manual timesheets no longer offer the flexibility or accuracy needed.

In the UK, time tracking plays a critical role in ensuring compliance with employment legislation. Employers must maintain accurate records to demonstrate adherence to the Working Time Regulations 1998, which cap the average working week at 48 hours (unless an employee has opted out), and mandate rest breaks and adequate time between shifts. Time tracking records are also essential for minimum wage compliance and must be retained for at least two years. While UK laws don’t prescribe a specific tracking method, all collected time data must comply with UK GDPR and the Data Protection Act of 2018.

A well-implemented, effective time and attendance tracking system enhances transparency between employees and employers, fosters trust, and supports performance monitoring. It also enables better planning around staffing, overtime, and absence management, helping HR align people operations with organisational priorities.

Common challenges in managing time and attendance

Despite its strategic importance, managing time and attendance remains one of the most complex aspects of HR. The following are some of the most common challenges organisations face:

  • Manual errors: Paper-based processes and spreadsheets increase the risk of miscalculations or misplaced data, especially in high-volume or multi-site organisations.
  • Compliance risks: Variations in working time regulations, especially across different regions, can result in unintentional non-compliance, exposing organisations to employment tribunals, potential fines, and reputational damage.
  • Lack of integration: Disconnected systems make it challenging to link time data with payroll, leave management, or analytics tools, leading to inefficiencies and data silos.
  • Low employee engagement: Complex or outdated tracking methods can frustrate employees, reducing the accuracy of self-reporting and participation.

These issues affect payroll accuracy and legal compliance and hinder strategic decision-making, leaving HR teams without reliable workforce insights.

Key features & benefits of time attendance management software

The Chartered Institute of Payroll Professionals (CIPP) estimates that an organisation of 1,000 employees can save around £250,000 per year by introducing time and attendance technology. Modern software solutions are designed to address common challenges with tools that simplify, streamline, and strengthen HR operations. Key features often include:

Generate insights into overtime trends, absenteeism, shift patterns, and cost centres to support data-driven HR planning.

Feature Description
Real-time tracking Employees clock in and out using mobile apps, biometric systems, or digital kiosks, providing immediate visibility for HR and line managers.
Automated compliance checks Built-in rules ensure working hours, break times, and leave entitlements adhere to legal standards.
Integration with payroll Time data flows directly into payroll systems, reducing the need for double entry and minimising payment errors.
Absence management Track annual leave, sick days, and other absences with visibility across teams and departments.
Custom reporting and analytics Generate insights into overtime trends, absenteeism, shift patterns, and cost centres to support data-driven HR planning.

 

These features lead to faster processes, greater accuracy, and stronger control over workforce costs, freeing HR professionals to focus on more strategic initiatives and long-term organisational goals.

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Best practices in implementing time and attendance systems

Implementing a time and attendance system effectively requires strategic planning and adherence to best practices. Incorporating data-driven insights can further enhance the implementation process:

1. Run a pilot program in one department before scaling company-wide

Start with a team that has a relatively straightforward shift structure. This allows the implementation team to test the full process, from time capture to payroll integration, without overcomplicating the setup. Issues identified during the pilot can be addressed before full deployment, reducing disruption.

2. Use real workforce data when configuring rules and exceptions

Rather than relying on generic templates, input actual working time data during system setup. For example, map real-life overtime policies, night shift rules, and lunch break habits. This ensures the system reflects the organisation’s actual requirements and avoids retroactive corrections post-launch.

3. Set up alerts and exception workflows from day one

Configure the system to flag anomalies automatically. Define who receives these alerts (e.g. line managers or HR) and how they’re resolved. This prevents issues from accumulating and helps maintain clean data from the start.

4. Digitise supporting documentation for leave and absences

Connect time tracking to relevant policies and approvals. Upload standard forms, such as medical certificates or travel approvals, into the platform and tie them to absence types. This helps HR teams keep a consistent audit trail and avoids manual filing or email chains.

5. Communicate changes clearly—and support them with training

Before the system goes live, provide simple visual guides that highlight what employees are expected to do differently (e.g. use a mobile app to clock in instead of a paper sheet). Include when these changes will take effect and what support will be available.

To ensure adoption, don’t stop at communication—invest in training. Organisations with strong learning cultures report 30-50% higher engagement and retention rates, making it a key success factor in any system rollout.

6. Plan for mobile and remote use cases early

If part of the workforce is mobile, hybrid, or remote, ensure the system is optimised for these users. Test GPS-based time capture or geofencing, and make sure the mobile app functions well on different devices. Failing to do this upfront often leads to uneven adoption.

7. Build reporting templates aligned to stakeholder needs

Preconfigure reports for different users. Examples of this include payroll teams needing export files, department heads wanting overtime summaries, or executives requiring absence trends. This saves time and ensures stakeholders extract value from the system without needing to build reports from scratch.

Choosing the right time attendance management software

With a wide range of solutions available, choosing the appropriate time and attendance tracking system is more than a technical decision — it’s a strategic opportunity to enhance efficiency, ensure compliance, and improve employee experience. Instead of simply comparing features, organisations can benefit from considering the following factors:

  • Scalability: Can the system grow with the organisation and adapt to future workforce models, such as hybrid or flexible working?
  • User experience: Is the interface intuitive enough for employees and managers to adopt with minimal training?
  • Integration: How well does the software connect with existing HR, payroll, and analytics platforms?
  • Customisation: Can attendance policies, shift rules, and compliance features be tailored to meet unique organisational and legal needs?
  • Support and updates: What kind of support is offered post-implementation, and how often is the system updated to reflect changing regulations?

Putting the right system into practice

A great example of these principles in action is ​​our Attendance Solution, designed to meet the practical needs of today’s diverse workplaces, including hybrid and remote teams.

The system allows real-time registration of various work hours, including standard time, overtime, and travel time, all via the PeopleHub portal or mobile app. This flexibility supports scalability, making it suitable for organisations with multiple locations or diverse working patterns.

Beyond time tracking, the core focus is on usability and ease of implementation:

  • The desktop and mobile interfaces offer a smooth user experience, minimising the need for extensive employee training.
  • Zalaris features support customisation, allowing organisations to configure local attendance rules, shift policies, and approval workflows based on their operational and legal requirements.
  • The Zalaris Absence Solution simplifies leave requests while providing employees with real-time access to leave balances.
  • The Quota Solution complements these features by managing absence entitlements and enabling forward planning, with full traceability for audit purposes.
  • In terms of ongoing support, we provide expert guidance not only during implementation but also beyond go-live. This end-to-end approach increases the likelihood of successful adoption and long-term return on investment.

Conclusion: Empowering HR teams with advanced time and attendance solutions

Far from being just an administrative task, time and attendance management underpins smarter, more compliant, and people-centred HR practices. With the right time attendance management software, HR teams gain the visibility and control needed to confidently manage a modern workforce.

Zalaris provides integrated time and attendance solutions that combine flexibility, compliance, and automation. Our software and service solutions can support every stage of workforce management. From implementation to ongoing optimisation, we help organisations streamline HR processes, improve data accuracy, and achieve greater operational clarity. Discover how we can support a smarter approach to time and attendance. Book a consultation today to unlock new levels of HR efficiency.

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Payday Super: Reset, Rethink, Realign

1 min read
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A practical guide to leading SAP Payroll transformation in a real-time compliance era.

Starting July 2026, superannuation payments may need to be made on payday. For SAP-based organisations, this means legacy processes must evolve into real-time, automated systems that can meet tighter regulatory demands and deliver greater transparency.

This guide goes beyond the headlines to help you:

  • Understand what the reforms mean and what’s still evolving
  • Identify the gaps in your current SAP Payroll setup
  • Plan a smart, low-risk path to compliance
  • Avoid potential penalties and payroll disruptions through early action
  • Turn a regulatory deadline into an opportunity for digital acceleration
  • Align your payroll strategy with a more agile, cloud-ready future

Download the guide and take the lead, before the pressure hits.

 

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Multi-Process HR Outsourcing: Transform processes and drive organisational efficiency

Elliot Raba
6 min read
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Juggling multiple HR vendors and systems? MPHRO provides a seamless alternative, centralising HR and payroll functions and enhancing employee experience—all while cutting costs. 

Multi-Process HR Outsourcing (MPHRO) is an advanced HR service model that enables organisations to streamline multiple HR functions by entrusting them to a single, strategic outsourcing partner. Rather than handling payroll, time, recruitment, benefits administration, and compliance separately, businesses can consolidate these processes into a unified and integrated solution.

MPHRO providers offer end-to-end HR support, leveraging innovative technologies on cloud platforms such as seamless automation, continuous data synchronisation, AI-powered support, and real-time analytics to optimise workforce management.

Unlike single-process outsourcing, where only one HR function is outsourced at a time (e.g., payroll or recruitment), MPHRO centralises multiple processes under one provider. This approach eliminates fragmentation, reduces operational inefficiencies, and enhances overall workforce productivity. With HR functions becoming increasingly complex due to global and local compliance regulations, increasing expectations around employee experience, and evolving technologies, organisations are seeking comprehensive and standardised solutions across borders that decrease their administrative loads and facilitate strategic initiatives.

The demand for MPHRO is growing rapidly. According to a recent report from the Everest Group, the global MPHRO market is projected to expand at a CAGR of 7-9% through 2025. Read on to dive deeper into key MPHRO capabilities, differences between single-function solutions and MPHRO solutions, and the advantages and challenges of MPHRO.

What does MPHRO do?

Multi-Process HR Outsourcing consolidates all major HR functions under a single provider, ensuring seamless and efficient workforce management. Rather than relying on multiple vendors or handling HR tasks internally, organisations benefit from a unified outsourcing solution that provides continuous support.

The following functions are typically included in a MPHRO solution:

  • Payroll processing: Employee compensation, tax calculations, and statutory compliance with local and international payroll regulations are managed by the HR partner. Automation is used to reduce payroll errors, minimise administrative burdens, and ensure accurate, timely payments.
  • Recruitment and talent acquisition: MPHRO providers manage end-to-end hiring processes, including candidate sourcing, screening, and onboarding. AI-driven tools and analytics improve talent acquisition strategies, reducing hiring time while enhancing candidate quality.
  • Employee benefits administration: Health insurance, retirement plans, paid leave, and other benefits are administered. A centralised approach ensures accuracy, timely updates, and compliance with regional regulations.
  • Workforce analytics: HR data is collected and analysed to provide insights that support strategic decision-making. A centralised data system aids in tracking performance trends, design retention strategies and optimise workforce planning.
  • Compliance management: HR providers ensure adherence to labour laws, industry regulations, and data protection policies such as GDPR and local employment laws. Legal risks are mitigated through continuous policy updates and alignment with regional requirements.
  • Core HR services: Leverage simplified management of employee records, contract administration, and HR policy implementation. Centralised record-keeping ensures consistency across multiple locations, improving operational efficiency.
  • Technology implementation and integration: A strategic HR partner can support the deployment and maintenance of HR technology platforms, including upgrading to newer systems. Different functions such as time and attendance and payroll are integrated to enable seamless data flow between HR, payroll, and workforce management tools.
  • Standardised operations across countries: With an MPHRO system, various locations and countries can be unified under a single system, improving consistency in employee experience across the globe, centralising business data and ensuring effortless compliance with local payroll and data regulations.

Why do organisations prefer MPHRO over single-function HR systems?

When HR functions are managed separately, it often results in inefficiencies, errors, and a fragmented employee experience. The need to coordinate multiple vendors, manually reconcile data, and integrate systems can lead to operational slowdowns and an increased administrative workload. These issues are compounded when an organisation operates in multiple locations or countries and relies on isolated providers.

By consolidating HR processes under a single provider, redundancies are eliminated, operations are streamlined, and service delivery is enhanced. Administrative burdens on HR teams are reduced, and employees benefit from a unified and efficient HR experience.

Key differences between single-process and multi-process outsourcing:

Single-Process HR Outsourcing Multi-Process HR Outsourcing (MPHRO)
Scope Singular and isolated HR functions. Multiple HR functions under one provider.
Scalability Difficult to scale across multiple locations or countries. Seamlessly scales to include more locations or countries.
Efficiency Fragmented, requires multiple vendors. Streamlined, reduces redundancies.
Technology Separate platforms for each function. Unified digital system.
Decision-making Scattered data, limited insights; limited analytics and strategic support. Centralised data for better decisions and continuous support from strategic partner.
Cost Higher long-term costs due to inefficiencies. Cost-effective, integrated system.
Compliance Managed separately, risk of inconsistencies. Holistic compliance across functions.
Employee Experience Multiple providers, inconsistent service. Seamless, integrated HR support.
Strategic value Short-term solution, difficult to drive digital transformation and long-term efficiency. Long-term solution that can grow with the organisation and drive innovation.

 

Beyond functional services, HR partners also provide strategic guidance, design HR policies, drive innovation and create roadmaps for long-term success. The Hackett Group’s analysis of MPHRO providers revealed that 87% of buyers see their MPHRO providers as sources of both digital and thought leadership, underscoring the significant role these partnerships play in driving HR excellence.

Key ways in which MPHRO can enhance operational efficiency

Streamlining operations

MPHRO brings multiple HR functions into a single system, reducing redundancies and establishing seamless HR operations. By consolidating payroll, recruitment, benefits, and compliance management, organisations will no longer need separate systems or vendors.

Automation and cloud-based tools reduce manual tasks, speed up data processing, and minimise errors. For example, advanced payroll systems automatically update for changes in tax laws or employee benefits, ensuring seamless compliance with changing regulations. MPHRO also helps organisations manage challenges like budget limitations and data inconsistencies.

Improving decision-making

MPHRO centralises all HR data into one system, enabling organisations to make informed decisions faster. This makes it easier to analyse trends and draw insights into metrics like employee performance, turnover rates, and recruitment timelines. With continuous access to real-time reports, HR leaders can identify and mitigate emerging issues.

A study by The Hackett Group found that organisations using MPHRO are better at handling challenges like budget constraints and data inconsistencies compared to organisations relying on single-process outsourcing. Centralising HR functions allows for quicker, more informed decisions, which helps organisations stay agile and focused on their goals.

Enhancing productivity and employee experience

By outsourcing administrative HR tasks, MPHRO allows HR teams to focus on strategic priorities such as employee development, engagement, and workforce planning. This shift improves HR’s overall impact on business growth.

MPHRO can also enhance the employee experience through self-service portals. These portals let employees manage their personal information, payslips, benefits, and time off with ease, reducing their reliance on HR teams for basic requests.

As Forbes notes, today’s employees expect HR systems to be as user-friendly as the consumer technology they use daily. A clunky, fragmented HR system can cause frustration and impact daily productivity.

Driving HR transformation

MPHRO solutions often include HR transformation services that help organisations move beyond administrative tasks and focus on strategic objectives. Continuous management support and smooth integrations can ensure that your organisation stays up to date with emerging HR technologies and maintains business continuity.

Challenges and costs associated with migrating to modern HR systems can be significantly reduced by partnering with HR outsourcing providers with expertise in HR integrations and implementations.

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Overcoming challenges in Multi-Process HR Outsourcing

While MPHRO offers numerous benefits, organisations must address certain challenges to ensure successful implementation:

  • Balancing standardisation and customisation: MPHRO provides a unified approach to HR, but organisations with diverse regional operations may require customised processes based on local regulations and compliance rules. Organisations and their HR partners must strike the right balance between standardised global HR frameworks and local adaptations.
  • Change management and internal adoption: Transitioning to MPHRO requires a shift in processes, technology, and employee expectations. Resistance to change, lack of internal alignment, and inadequate training can hinder adoption. A well-structured change management plan – including clear communication, leadership buy-in, and employee training – can drive smooth transitions and ensure long-term success.
  • Integration with existing systems: Seamless integration between the new HR systems and the organisation’s existing platforms is essential to maintain operational continuity. Partnering with experienced integration specialists can facilitate this process.​
  • Data migration complexities: Moving large volumes of HR data from multiple legacy systems into a centralised MPHRO platform is a complex process. Ensuring data accuracy, avoiding duplication, and preventing data losses requires meticulous planning and execution.
  • Loss of direct control over HR processes: While MPHRO enhances efficiency, some organisations may hesitate to relinquish direct control over critical HR functions. Establishing clear service-level agreements (SLAs), governance frameworks, and regular reports ensures transparency and alignment with business objectives.
  • Selecting the right HR outsourcing partner: Organisations should evaluate potential MPHRO providers based on their ability to tailor solutions to unique needs, local presence in regional markets, and continuous support.

Adopting Multi-Process HR Outsourcing can significantly enhance organisational efficiency by streamlining HR and Payroll operations, improving decision-making, and freeing-up internal HR capacity to focus on what matters the most: your people. As the MPHRO market continues to grow, organisations have the opportunity to partner with experienced HR services providers like Zalaris to ensure long-term success.

If you are looking for a comprehensive solution to HR and Payroll management? Zalaris’ HR Excellence services include four powerful hubs to deliver holistic HR experiences. Manage everything from payroll to talent with ease using the centralised, multi-location HR Operations Hub. Smooth HR ramp-ups and seamless tech integrations are powered by the HR Transformation Hub. The HR Process Hub ensures top-tier efficiency and compliance with expertly designed HR processes by subject matter experts. HR Partner Plus offers on-demand HR Business Partners without the cost of full-time hires.

Interested in knowing more? Get in touch with our experts today.

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What the Payday Super reforms mean for SAP Payroll teams

4 min read
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Nearly half of Australian employers still pay super quarterly — but from 1 July 2026, that will no longer be compliant.

Under the new Payday Super legislation, announced by the Australian Government and overseen by the ATO, superannuation must be paid at the same time as wages. This shift impacts every employer, not just in timing, but in how payroll, reporting, and cash flow are managed.

Although not yet law, the reforms have a clear objective: to improve retirement outcomes and address the billions in unpaid super reported each year. But the road to implementation won’t be simple.

Five core changes that will reshape Payroll operations

The shift to Payday Super isn’t just about timing — it changes how payroll systems must function day to day. Employers can no longer rely on quarterly processes or batch updates. These are the five biggest operational changes:

  • Super must be paid on payday
    No more end-of-quarter catchups — superannuation must be remitted at the same time as wages
    If funds are not received in an employee’s superannuation account within 7 days, the employer will be liable to pay the SG charge, even ahead of the ATO issuing an assessment. An employer in this situation should make contributions to their employee’s superannuation fund as soon as possible to minimise their liability and penalties.
  • Real-time reporting becomes essential
    STP2 reports need to reflect super contributions per pay event. Any delays or mismatches will be flagged faster.
  • Payment validations must tighten
    Weekly or fortnightly cycles leave no room for late corrections. You’ll need instant feedback loops to catch errors.
  • Funding pressure increases
    With shorter windows between pay events and super deadlines, treasury models and approvals must be leaner.
  • Integration with super clearing becomes critical
    You’ll need to automate through compliant platforms (such as WRKR) to avoid manual uploads and delays.

How will Payday Super changes affect employers?

For employers used to quarterly super contributions, the shift to more frequent payments introduces significant pressure on systems, cash flow, and team capacity.

Industries with high turnover, variable rosters, or weekly pay cycles, like retail, hospitality, and healthcare, will be hit hardest. These organisations must now manage super contributions in sync with every pay run, leaving less room for error or delay.

The challenge isn’t just frequency, it’s responsiveness. Payroll systems must now validate and process contributions in near real-time. Legacy platforms or semi-manual workflows simply won’t keep up. Processing super manually every week or fortnight increases admin workload, error risk, and compliance exposure.

For many, this reform is a trigger, not just to comply, but to modernise. Whether you’re already using SAP Payroll or considering a move, now is the time to reconfigure, automate, and future-proof your payroll operations.

Payday Super isn’t just a compliance deadline, it’s a wake-up call for organisations to modernise how they manage payroll. With increased scrutiny and tighter payment cycles, businesses can no longer afford to rely on outdated systems or manual workarounds. Now is the time to invest in payroll solutions that not only meet today’s legal requirements but also scale for the future. Future-proof payroll isn’t a nice to have anymore, it’s essential for protecting your workforce, your brand, and your bottom line.

– Mike Ellis, EVP Zalaris and ANZ Payroll Expert

Technical impact for SAP Payroll teams

To meet the new compliance model, updates will be needed across:

  • SAP Payroll configuration (pay date logic, super calculation timing)
  • STP2 reporting cadence and accuracy
  • Payroll Control Center (PCC) rule adjustments
  • Funding models and approval workflows
  • Payroll calendar frequency and exception handling

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Comprehensive Payroll Management That Goes Beyond Payday Super

Zalaris doesn’t just help you comply with Payday Super; we help you build a better payroll operation. Our end-to-end SAP SuccessFactors Payroll management solution supports every stage of the payroll lifecycle, from system configuration and STP2 reporting to real-time super payments and funding alignment.

This integrated approach helps you:

  • Reconfigure SAP Payroll for new compliance standards
  • Implement SAP SuccessFactors with a future-proof foundation
  • Migrate from outdated legacy platforms without disruption

Through our partnership with Wrkr, a specialist in superannuation automation and STP compliance, we bring payroll operations into real-time. Combined with Zalaris’ deep SAP expertise, this enables full visibility, accurate contributions, and seamless payment execution, all in one compliant workflow.

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About Zalaris

Zalaris is a leading global provider of SAP HCM-focused HR and payroll services, with 25+ years of experience supporting organisations with standard, complex, and multi-country payroll needs. In Australia, we focus on helping mid-market businesses modernise their HR and payroll operations through expert advisory, implementation, managed services, and ongoing support.

With operations in 100+ countries and flexible smart-shoring options, we deliver high-quality payroll consulting services focused on compliance, cost-effectiveness, and risk mitigation.

Our PeopleHub solution is an SAP Qualified Partner-Packaged Solution for ANZ, offering rapid, cost-effective deployment of SAP SuccessFactors and Cloud Payroll. It provides access to leading technology and pre-configured best practice processes, designed to ensure local compliance while supporting global scalability. PeopleHub helps organisations streamline operations, manage costs, and reduce risk, while future-proofing their HR and payroll capabilities.

Recognised with the SAP ANZ Partner Excellence Award 2025 for People Development, our Australian consulting team brings deep SAP SuccessFactors and payroll expertise to every engagement.

Simplify work life. Achieve more. For more information about us, go to zalaris.com.

 

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HR Outsourcing: types, benefits, and potential challenges

Elliot Raba
4 min read
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HR outsourcing is transforming into a strategic choice for organisations seeking to optimise operations, control costs, and access specialist expertise. For a modern business, it's part of a broader shift towards leveraging external expertise to manage HR functions.

Figures underscore its growing popularity: the global human resource outsourcing market stood at approximately $39.25 billion in 2024. Expectations predict it to reach $57.59 billion by 2033.

So, how can organisations leverage key aspects of HR outsourcing to align it with their strategic objectives and drive long-term success?

Let’s examine the main types of HR outsourcing models and discover their practical benefits and potential challenges. The article assists HR and operational leaders identify which model best fits their needs. Whether the objective is to reduce administrative burdens, access specialised HR capabilities, or support geographic expansion, this guide offers a structured overview of the key considerations. It also highlights how outsourcing can serve as a long-term value driver for modern HR operations when aligned with the right partner and technology.

What is HR outsourcing?

In general, outsourcing refers to the practice of delegating specific business functions or processes to third-party service providers, typically to reduce costs, gain access to specialised expertise, or improve operational efficiency. Organisations often outsource functions that are not part of their core business activities, allowing them to focus resources on areas that directly contribute to their primary goals.

HR outsourcing follows this approach, specifically focusing on human resource responsibilities. This can include functions such as payroll processing, benefits administration, recruitment, and compliance management. By outsourcing these HR tasks, organisations can leverage external expertise, reduce operational costs, and enhance service quality, all while maintaining focus on their core business activities.

Types of HR outsourcing services

The different types of HR outsourcing services are essential for organisations to understand in order to make informed decisions. In this section, we will summarise the key HR outsourcing models.

Professional Employer Organisation (PEO):

In this model, the PEO becomes the employer of record for tax and compliance purposes, handling HR functions such as payroll, benefits, and compliance. This co-employment arrangement is particularly beneficial for small and medium-sized enterprises expanding into new markets, where local employment laws can be complex and time-consuming.

Administrative Services Organisation (ASO):

ASOs provide administrative support without entering a co-employment relationship. They handle tasks like payroll processing, benefits administration, and compliance assistance, allowing organisations to maintain control over their workforce. This model works well for organisations seeking process efficiency while preserving internal decision-making and cultural alignment.

Human Resources Outsourcing (HRO):

HRO involves outsourcing core HR functions, such as recruitment, training, or performance management, to specialised providers. For instance, an organisation may outsource recruitment during high-growth phases to scale faster without overburdening internal HR. Similarly, learning and development functions can be externalised to bring in up-to-date expertise and reduce training costs.

Business Process Outsourcing (BPO):

BPO extends beyond HR to include other business functions, but in the HR context, it often means outsourcing the entire employee lifecycle, from onboarding to exit management. BPO providers typically offer integrated platforms to support high-volume, process-driven operations such as shared service centres or pan-European HR operations.

Benefits of outsourcing Human Resources

Outsourcing HR functions can offer several advantages:

  • Cost savings: By outsourcing, organisations can reduce expenses related to hiring, training, and maintaining an in-house HR team.
  • Access to expertise: External providers bring specialised knowledge and experience, ensuring HR functions are managed effectively and in compliance with regulations.
  • Enhanced compliance: Staying abreast of changing employment laws can be challenging. Outsourcing partners help ensure compliance, reducing the risk of legal issues.
  • Improved efficiency: Outsourcing allows internal teams to focus on strategic initiatives by offloading time-consuming administrative tasks.
  • Scalability: As organisations grow, outsourcing partners can adjust services to accommodate changing needs without the complexities of expanding internal teams.

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Challenges when outsourcing HR

While HR outsourcing offers numerous benefits, organisations should be aware of potential challenges and understand how to manage them effectively:

  • Loss of control: Delegating HR functions can sometimes lead to reduced oversight. Defining service-level agreements (SLAs), reporting expectations, and escalation procedures from the outset is critical to mitigate this.
  • Cultural misalignment: External providers may not fully grasp the organisation’s values or tone of voice, which can impact employee experience. Ensuring providers are briefed on internal culture and included in internal communications planning helps maintain consistency.
  • Data security concerns: Outsourcing involves sharing sensitive employee information. Selecting providers that comply with ISO/IEC 27001 standards, use encrypted platforms, and implement robust access controls can significantly reduce data risk.
  • Dependence on providers: Over-reliance can pose risks if the provider underperforms or the partnership ends. Maintaining strong vendor governance, exit clauses, and fallback processes ensures operational resilience.

Proactively addressing these challenges increases the likelihood of long-term success and strengthens the partnership between HR teams and outsourcing providers.

How to choose the right HR outsourcing model

Selecting the appropriate HR outsourcing model depends on various factors:

How to choose the right HR outsourcing model

HR outsourcing — a smart strategy for today’s businesses

HR outsourcing has evolved into a strategic tool that enables organisations to optimise their human resource functions, ensuring compliance, efficiency, and access to specialised expertise. With proper implementation, outsourcing allows internal HR teams to focus on what matters most: talent development, workforce planning, and organisational growth.

Zalaris offers a comprehensive range of HR outsourcing services, including HR and payroll outsourcing, time and absence management, and advanced workforce analytics. With specialised expertise across industries and regulatory environments, we support organisations in standardising HR operations, ensuring cross-border compliance, and enhancing employee satisfaction.

Our solutions integrate seamlessly into existing systems and are backed by scalable architecture to meet the demands of growing and geographically diverse organisations. Explore how our HR outsourcing services can help transform operations. Book a consultation today and take the first step towards a smarter HR function.

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HR Strategy reimagined: Applying consulting principles in-house

Elliot Raba
5 min read
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HR Strategy reimagined Applying consulting principles in-house
A well-defined HR strategy is now recognised as a key business performance driver, with research showing that organisations with a strong HR strategy are over two times more likely to outperform their peers. Yet, many HR departments remain trapped in administrative tasks rather than driving strategic impact.

To unlock true potential, HR must evolve into a proactive business partner—leveraging data, technology, and expert consulting to achieve measurable outcomes.

By adopting a consulting-inspired approach to strategic HR, organisations can align people practices with business goals, improve decision-making through data, and build more agile, employee-centric operations. This article explores the essential components of an effective HR strategic plan, provides actionable HR strategy examples, and highlights the role of HR management consulting in driving long-term success.

What is an HR strategy?

HR strategy is a comprehensive approach that aligns the organisation’s human resources practices with its overall business objectives. An effective strategy, therefore, goes beyond traditional personnel management to encompass strategic talent management, driving organisational success.

Modern HR strategies take a more proactive approach, using cross-functional collaboration between HR, finance, and operations to anticipate market disruptions. There is a greater emphasis on people analytics to predict future outcomes rather than merely analysing past trends. Overall, the focus of an HR strategic plan has shifted from recruitment to retention.

Key elements of a successful HR strategy

To develop a comprehensive HR framework, the key elements are the following:

HR Strategy reimagined Applying consulting principles in-house

These key pillars can be further narrowed into three core areas:

1. Workforce planning: Assessing current skills and capabilities while forecasting future talent needs based on business goals and market conditions.

2. Employee engagement, wellbeing, and diversity: Fostering a positive, engaging, and healthy work environment. Using employee wellness and work-life balance initiatives together with diverse and inclusive hiring practices.

3. HR policies, procedures, and data evaluation: Defining policies that ensure consistency, fairness and compliance, and establishing HR metrics aligned with business objectives.

How to implement an HR strategic plan & best practices for success

Successfully implementing an HR strategic plan requires structured execution, stakeholder engagement, and measurable outcomes.

1. Define the HR vision and its objectives

The overall HR strategy must align with business goals. To achieve this, HR teams need to set measurable and realistic objectives that are directly linked to business outcomes, such as the desire to meet diversity targets.

A well-defined vision can help gain executive and stakeholder buy-in. At this stage, senior leaders should be engaged by clearly articulating how the chosen HR strategy supports business priorities.

2. Conduct a gap analysis and develop the action plan

Current HR processes can be evaluated together with consultants. Talent capabilities, workforce engagement and organisational culture must be mapped out to identify specific areas for improvement.

Clearly specified roles, responsibilities, and deadlines can improve accountability at this stage. Allocate resources and define checkpoints to support progress tracking and timely adjustments.

3. Prioritise initiatives and communicate consistently

Focus initially on high-impact, manageable tasks that demonstrate early success. HR initiatives benefit from phased rollouts that manage resources effectively and enable early wins.

Communication should be transparent and consistent throughout the implementation of the HR strategy. Organisations can achieve this by regularly updating all employees on objectives, benefits, and progress.

4. Monitor, measure and evaluate progress

Track success against predefined metrics, such as employee engagement scores, retention rates, internal promotions, or cost-per-hire. HR teams need to regularly evaluate and measure these outcomes. If the framework is not working, strategies can be adapted based on data-driven insights.

5. Refine the HR strategy

Strategic HR management is not a one-time initiative. Businesses need a flexible mindset to modify initiatives based on feedback. Organisational goals can change, and external factors, recently revealed by the pandemic, can impact desired objectives. Revisit the HR strategy regularly to ensure alignment with changing business conditions, employee expectations, and market trends.

HR management consulting: How it drives HR success

Human resource management consulting can provide the right expertise, external perspectives, and advanced technology solutions, driving HR strategy plan’s success through:

Unbiased expertise: Consultants can identify gaps and inefficiencies that internal teams may miss.

HR process optimisation: They streamline operations, including payroll, recruitment, and workforce planning.

Technology integration: HR consultants introduce advanced technology solutions to improve data accuracy and help with best practices, including better employee experience.

Strategic alignment: They ensure HR goals closely align with business objectives, making HR a strategic partner rather than just administrative support.

Studies have found that organisations supported by HR consulting during HR technology implementations reported up to 20% improvement in overall workforce efficiency. Their HR administrative burdens are reduced by up to 30%.

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HR strategy example: Consulting-inspired approach

A consulting-inspired approach transforms traditional HR strategies into dynamic frameworks that address business performance and evolving workplace challenges. A real-world example of strategic HR management consulting comes from our collaboration with Amica Group, a leading manufacturer of household appliances operating across multiple European markets.

HR strategy in action: Consulting with Amica Group

Amica was seeking to modernise its HR processes and better align them with business growth objectives. We supported them by consulting on SAP SuccessFactors implementation, integrated with the existing SAP HCM environment. The project was delivered through our full-cycle consulting approach, combining technical implementation with strategic advisory.

As part of this engagement, our SAP Strategy & Advisory team worked closely with Amica to:

  • Define business requirements and develop a tailored HR transformation roadmap
  • Provide early-phase (Phase 0) planning to ensure a stable implementation foundation
  • Manage organisational and process design to support long-term change
  • Deliver training and drive digital adoption across teams

Through this partnership, Amica was able to:

  • Streamline talent management processes, from recruitment to performance evaluation, within one unified platform
  • Increase data accuracy and access to real-time HR insights, improving decision-making
  • Reduce manual workload for HR teams, freeing time for more strategic people initiatives
  • Improve employee engagement and retention by introducing personalised digital HR experiences

By combining deep SAP technology expertise with strategic HR management consulting, we enabled Amica to move from siloed processes to a modern, integrated HR ecosystem.

This case illustrates how consulting-led HR transformation, backed by the right technology, can deliver measurable value. It also reflects our broader commitment to helping organisations become more agile, data-driven, and employee-focused.

Conclusion

The future of HR is strategic, data-driven, and technology-enabled. Companies that embrace HR consulting and digital transformation will not only keep pace with evolving workforce demands but also gain a competitive edge.

By leveraging the expertise of human resources management consulting, organisations can build HR strategies that reflect today’s workforce challenges and anticipate tomorrow’s opportunities.

Whether through improving performance management, refining talent acquisition, or adopting advanced HCM systems, our SAP Strategy & Advisory team enables a shift from reactive operations to proactive planning. This technology and consulting support help organisations see measurable gains in retention and engagement. Together, we can establish a forward-thinking HR strategic plan.

Are you ready to elevate your HR strategy? Let’s work together to build a future-proof HR approach that delivers measurable success.

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Infographic: SAP SuccessFactors 1H 2025 Release for HCM

1 min read
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Infographic: SAP SuccessFactors 1H 2025 Release for HCM
Discover the groundbreaking updates and major improvements in the 1H 2025 SAP SuccessFactors Release with our easy-to-digest infographic!

The latest SAP SuccessFactors release delivers powerful enhancements designed to revolutionise your HR processes. From AI-powered innovations to streamlined workflows, this update empowers your organisation to achieve more with less effort.

Key innovations include:

  • Joule AI copilot integration across mobile and desktop platforms
  • WalkMe guided tours for SAP SuccessFactors applications
  • Enhanced Employee Central capabilities for streamlined hiring and data management
  • AI-assisted insights for succession planning and interview feedback
  • Reimagined candidate experience with guided application processes
  • Comprehensive alumni experience with post-employment system access
  • Universal rollout of the latest Goal Management
  • Advanced Payroll Control Center for complete payroll cycle management

These powerful enhancements deliver measurable improvements to employee experience, operational efficiency, and strategic decision-making.

As your trusted SAP partner, Zalaris provides expert guidance to help you leverage these innovations effectively within your organisation.

Ready to explore how the 1H 2025 release can transform your HR operations?

Complete the form below to download our comprehensive infographic and take the first step towards HR excellence.

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Agile HR: Adapting Human Resources to modern business needs

Elliot Raba
6 min read
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Agile HR Adapting Human Resources to modern business needs_Header_Global_2503
Human resource management (HRM) has evolved through several stages, from Personnel Management during the Industrial Revolution to modern agile HR. These transformations reflect changes in the workforce and organisational needs, further driven by technological advancements.

In this blog post, we go over the principles of agile HR management, the best practices and implementation guidelines that can drive organisational adaptability.

Changes in the workforce, organisational needs, and technology have accelerated rapidly in just a few years. Traditional HR practices became slow and inflexible in the face of technological advances fuelled by Artificial Intelligence (AI) and the rise of remote work. To address these challenges, many teams are turning to agile HR. But what exactly is agile HR, and what are its principles, practices, and benefits? This innovative HRM approach mirrors the adaptability and speed of agile methodologies. By focusing on flexibility, collaboration, and continuous improvement, HR teams can stay ahead and navigate an ever-changing landscape.

What is agile HR?

Agile HR is a modern approach to human resource management. The framework emphasises flexibility, responsiveness, and adaptability in aligning workforce activities with organisational needs. Agile practice in HR prioritises collaboration instead of traditional, control-focused HR practices.

Agile HR has its roots in agile software development, such as Scrum. These methods organise work into short cycles or “sprints.” The approach helps HR teams deliver value incrementally, adapt to changes, and respond effectively to workforce needs.

The principles of agile HR

At its core, agile HR focuses on flexibility, responsiveness, and value. By prioritising outcomes, collaboration, and continuous improvement, agile HR enables organisations to adapt and thrive. Let us explore the key principles that drive this approach.

Focus on outcomes and value

Rather than adhering to rigid processes, agile HR prioritises achieving measurable outcomes. The framework emphasises setting clear goals that are broken into actionable steps to ensure alignment with organisational objectives.

Continuous feedback and iteration

HR teams establish regular feedback loops and iterative processes that allow testing, refining, and adapting. Being agile in HR fosters continuous improvement and fast responsiveness to changing workforce demands.

Collaboration and empowerment

Agile HR promotes a collaborative environment where employees take ownership of their work. This enables faster, more innovative and strategic decision-making within the whole team. Cross-functional collaboration helps solve complex problems.

Human-centric approach

Employees are key to organisational success, and an agile framework designs employee experiences that support and engage the workforce. HR teams actively seek direct feedback to validate and improve existing HR practices.

Incremental development

Value comes in small, manageable increments that allow continuous testing and learning. This approach reduces risks and ensures HR initiatives remain aligned with evolving organisational needs.

Simplification and automation

HR involves many repetitive and manual tasks. Agile HR tools can streamline and automate these tasks, freeing up time for strategic initiatives. HR teams can focus on value-added activities, enhancing overall efficiency.

Data-driven decision-making

The framework leverages data and analytics to inform decisions, making strategies based on evidence rather than assumptions. HR teams can create targeted interventions to address workforce challenges effectively.

Flexibility and adaptability

Agile HR responds quickly to changes in the business environment. Recent years have shown that workforce needs and technological advancements are constantly evolving. With the flexibility of the agile framework, HR departments stay relevant and accurate in a dynamic landscape.

Agile HR practices

The most vital agile HR practices focus on building a dynamic, responsive, and employee-centric HR environment. At the heart of these practices are five core practices based on the core agile principles.

Practice  Description 

Implementing continuous improvement with regular feedback

Using short, iterative cycles and ongoing feedback ensures HR strategies evolve in line with employee needs and organisational goals.

Nurturing collaboration and transparency

A cross-functional, transparent culture empowers teams and builds trust, driving collective decision-making and fostering great innovation.

Adapting quickly with flexible HR strategies

Agile HR embraces flexibility, allowing recruitment, development, and talent management strategies to respond efficiently to changing business environments.

Prioritising value-driven HR initiatives

Data and analytics help inform teams, leading to more strategic initiatives that promote employee satisfaction and performance

Streamlining processes and promoting ongoing skill development

Companies need to automate repetitive tasks with the right HR software. Tools like the Zalaris Learning Management Solution provide continuous learning opportunities, leading to efficiency and improved knowledge.

 

Real-world example: agile HR success at Innomotics

Innomotics, a global provider of electric motors and large drive systems, partnered with us to transform its HR operations using agile methodologies. The company was undergoing a carve-out from the parent company, with the aim to implement a new partner for payroll and HR. They wanted new solutions and processes that were agile and made them more flexible in the face of changing market requirements.

Powered by our agile HR solutions, Innomotics experienced:

  • An increase in HR process efficiency
  • Enhanced employee engagement rates
  • Significant reduction in time spent on routine tasks through automation

These improvements highlight how agile HR can create measurable benefits by streamlining HR processes and empowering organisations to stay competitive.

Agile HR: before and after comparison

Before Agile HR 

After Agile HR 

Manual, repetitive processes slowing down HR productivity

Automated processes, increasing efficiency

Limited employee feedback and delayed responses

Continuous feedback loops enhancing responsiveness

Slow adaptation to market and workforce changes

Flexible, quick response to evolving organisational needs

Employee dissatisfaction and lower engagement rates

Increased employee satisfaction and engagement

 

Benefits of agile HR

Being agile in HR brings a range of benefits, including a more adaptive, employee-centric, and value-driven HR approach. Let us see how these benefits translate into real-world outcomes for organisations.

Improved employee engagement. Agile HR’s feedback-driven approach increases motivation, satisfaction, and long-term retention by aligning employees with broader organisational goals.

Enhanced flexibility. Organisations become better equipped to quickly adapt to internal and external changes. Iterative cycles allow HR teams to test and refine strategies in real-time.

Increased innovation. Agile methodologies encourage experimentation, leading to a culture of continuous organisational learning and improvement.

Faster problem resolution. The agile approach identifies and addresses issues early through feedback loops, preventing small difficulties from escalating.

Better talent management. Talent management becomes a dynamic and continuous process. Data-driven assessments make it easier to identify skill gaps, and personalised development opportunities lead to employee growth.

Overall, organisational responsiveness has improved alongside streamlined HR processes. HR teams can respond swiftly to market changes and internal demands, and as overall efficiency improves, they can focus on strategic initiatives that drive organisational success. 63% of HR leaders agree that prioritising agile transformation is essential for navigating current workforce challenges.

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Agile HR Adapting Human Resources to modern business needs_Linktext_Global_2503

Implementing agile HR in your organisation

To adopt a flexible, iterative and collaborative approach to human resource management, the following steps can guide a smooth and positive transition.

Define the HR challenges

The road to agile HR begins with identifying current HR challenges or inefficiencies. All stakeholders, including employees and leadership, must be involved in pinpointing areas for improvement.

Assemble an agile team

The identified concern needs the right team to tackle it. A small, cross-functional team with clearly defined roles and responsibilities can establish goals and set a roadmap for the project.

Develop sprint goals

Breaking down the problem into actionable tasks with clear objectives gets the team going in the right direction. HR teams need to set clear, short-term goals that are achievable within 2–4 weeks.

Execute the sprint

The highest priority tasks must be cleared first. To keep everyone on the right track, daily stand-up meetings can be great to track progress, address obstacles, and ensure alignment.

Gather feedback and iterate

The end of the sprint should include a full evaluation of the process. Teams need to encourage a culture of transparency and ask for feedback on both the good and the bad. Feedback can be used to iterate and improve the process in subsequent sprints.

Companies can offer training on agile methodologies and encourage experimentation throughout. The purpose of agile HR is the ability to respond quickly to changing environments and continuously learn.

Conclusion: HR agility drives organisational success through adaptability

Adopting agile HR practices can significantly enhance an organisation’s ability to adapt, innovate, and meet the workforce’s ever-changing needs. Agile HR helps teams create a more dynamic and employee-centric environment. The focus shifts to flexibility, collaboration, and continuous feedback, which drive both employee satisfaction and organisational success to new heights. As businesses face increasing pressure to remain competitive and responsive, integrating agile HR practices can be the key to staying ahead.

We specialise in empowering organisations with robust HR software solutions and strategic support for effectively transitioning to agile HR. Our expertise spans comprehensive HR management solutions, including automated payroll processing, employee lifecycle management, cloud-based HR analytics, and continuous learning systems such as our Learning Management Solution. Through our powerful suite of tools and proven strategic consulting, we ensure HR departments are agile, efficient, and future-ready.

Ready to transform your HR processes and drive lasting success? Get in touch with our expert team today and learn how we can specifically support your organisation’s agile HR journey.

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