Our organization is working on a roadmap recommendation for our 3+ year HR Digital Strategy. Our technology footprint includes an HRIS and multiple point solutions. I am looking to benchmark with organizations that have put an orchestration layer or one-stop shop in front of multiple HR systems. Has anyone successfully implemented one, how is it working for you and what are your plans with it as Agentic AI matures?
Sort by:
We’ve been navigating a similar challenge: consolidating multiple HR systems while future-proofing the architecture for AI-driven capabilities.
Here are three key insights from our journey:
1. Orchestration Layer as Experience Hub
We use SAP SuccessFactors as our core HRIS, complemented by several point solutions (learning, performance, wellbeing). To streamline the experience, we implemented a modular front-end UX built on Microsoft Power Apps and Teams, creating a centralized “single pane of glass” for employees.
→ This improved adoption and reduced friction across HR touchpoints.
2. Integration vs. Federation
Instead of building a heavy middleware, we followed an API-first, event-driven integration approach using Azure Logic Apps and Power Automate. This keeps us agile and minimizes disruption during vendor updates or process changes.
3. Preparing for Agentic AI
We’re actively mapping key employee journeys (onboarding, development, internal mobility) to identify points where Agentic AI can add value. Our orchestration layer is evolving into a co-pilot experience, triggering nudges and automating repetitive tasks — such as recommending personalized learning paths or suggesting career actions post-performance reviews.
Looking ahead, we see the orchestration layer not just as a UX solution, but as the strategic enabler for AI-augmented, adaptive HR.
I am surprised with the age old tools from all the big guys to see customers still requiring multiple modules and integrations to enable a typical enterprise HRMS need.<br><br>How are more recent entrants stacking up against these big old ones? Likes of Deel, Justworks etc, I mean?<br><br>Having been a CIO / CISO in cloud native businesses for over a decade and dealing shadow IT, we built a digital platform with HR (and Payroll in a couple of foreign markets) and we are able to add onboarding, terminations, people performance management, surveys etc along with professional services automation (project management, time sheets, invoicing etc) with data seamlessly flowing based on roles and functional hooks all internally.<br><br>Everybody is talking and burning on AI these days and it is good to watch, but like everything else, real value comes when it is enabled for the unaddressed areas of business.
I tried with multiple and what I saw is that you lose some benefits by having isolated/duplicated data.
I end-up using SuccessFactors and slow moved all other solutions into the modules SSFF includes. That really enabled the same experience and removed integrations.