The employee record that drives every other account.
One system of record for who's on staff, what they're entitled to, and when that changes — wired so a start date or a termination provisions or revokes access everywhere else automatically.
Ask us if funding might be available.
An HRIS is the system of record for employee data — who's employed, their role, their start date, their status. Zoho People, Rippling, Collage HR and Rise People cover most small-business cases in Canada. It matters beyond HR because it's the trigger for everything else: when it's wired to your other software, a new hire's accounts, licences and permissions follow the record instead of a request going to us, and a termination revokes access the same day rather than whenever someone remembers.
The record, and what it triggers.
- HRIS selection between Zoho People, Rippling, Collage HR and Rise People — based on how your team actually works, not brand preference.
- Configuration — records, time off, policy acknowledgements.
- The joiner/mover/leaver trigger — wired into the rest of your software stack, to the extent each application exposes the hooks (some SaaS tools don't; we'll tell you which ones have to be handled by hand).
- Access review — the HRIS is also how we confirm nobody's access has quietly outlived their employment.
Rippling also does payroll and device management on its own platform. This page only covers its HRIS/employee-record use — seemanaged IT services for the device-management boundary (not offered) andbookkeeping and payroll software for the payroll boundary (software administered, client submits and approves runs).
Questions we get about this.
Does this include running payroll or benefits?
No — this page is about the employee-record software itself. Payroll and benefits administration software is its own category: see bookkeeping and payroll software.
What if our current HRIS doesn't support the joiner/leaver automation?
We'll tell you which parts don't reach and handle those manually rather than promise automation the platform can't actually do.
Tell us how a new hire gets set up today.
Walk us through the last one — what took a phone call, what took a week. We'll tell you what we'd automate first.
Ask us if funding might be available.