The Case for an HRIS: Is It Time to Upgrade Your People Systems?
- Jenna Blackwood
- 4 hours ago
- 4 min read
Your firm’s future depends on talent. If you’re still relying on spreadsheets, shared drives and manual processes to manage your people, you’re putting that future at risk. Outdated human resources (HR) systems can quietly sabotage onboarding to culture-building.
What is an HRIS?
A Human Resources Information System (HRIS) is a software platform that combines several HR functions into one centralized solution. These typically include:
Employee records management
Time-off tracking and leave management
Benefits administration
Payroll integration
Performance reviews and goal tracking
Self-service tools for employees and managers
Compliance and reporting tools
Instead of managing separate systems for each of these functions, or worse, tracking them manually, an HRIS centralizes data and automates routine tasks, freeing up firm leaders to focus on strategic work.
Why move to an HRIS platform?
At Boomer Consulting, we use BambooHR and have experienced firsthand how an HRIS can streamline processes, support compliance and improve the employee experience. Since adopting the system four years ago, we’ve eliminated multiple disconnected platforms and significantly reduced manual administration work. Although the benefits go beyond internal efficiencies. The HRIS supports a company-wide shift toward transparency, accessibility and data-driven decision-making.
Let’s look at some of the most impactful benefits.
Automated workflows save time and reduce errors
From onboarding to benefits enrollment, HR teams are often bogged down by repetitive tasks and form-filling. A well-implemented HRIS can automate these workflows. For example, with BambooHR, employees can complete and sign enrollment forms directly in the platform. Our HR team gets alerts when we receive the signed forms, and they’re automatically stored in employee records.
This means no more uploading documents to external e-signature tools or chasing people for completed forms. The result is faster processing, fewer errors and more time spent on high-value tasks.
Self-service access empowers employees
One simple but powerful feature of an HRIS is the employee self-service portal. Employees can:
View pay history and PTO balances
Update their contact information
Access firm directories (helpful for finding colleagues’ phone numbers or addresses)
View Total Compensation statements that clearly outline salary, bonuses and benefits
When employees can find what they need without going through HR, it saves time for everyone and improves the employee experience.
Simplified benefits administration
Benefits renewals can be a stressful and time-consuming time of year for HR teams. With an HRIS:
Enrollment forms are digitized and pre-filled where possible
Employees can complete the process at their convenience
HR teams receive automated tracking and confirmation
Data is stored in one place for future audits and compliance
Platforms like BambooHR integrate these steps into a seamless experience. That means fewer mistakes and less back-and-forth during open enrollment.
Improved communication and compliance
Talent professionals are often responsible for disseminating critical policy updates or new compliance documents. A modern HRIS can ensure employees are notified when new policies are posted. Many platforms also allow employers to request and track acknowledgments or signatures and get read receipts to confirm who has seen documents.
These features help firms document compliance and ensure important updates don’t fall through the cracks.
Support employee experience and culture building
Recognition, connection and communication are all essential to building a strong culture. This is especially true when team members work remotely. Some HRIS platforms can remind you of upcoming birthdays and work anniversaries and send time-off alerts to help teams plan ahead. Some also incorporate company news feeds or internal social platforms for celebrations, shoutouts and announcements.
While tools like Microsoft Teams offer communication capabilities, many firms struggle to build culture through chat alone. A dedicated HRIS with built-in culture features can help fill this gap.
Data-driven HR decisions
Another benefit of an HRIS is the ability to extract data and reports for better decision-making. Want to track turnover by department? Understand PTO usage trends? Benchmark compensation against roles? The reporting features built into most HRIS platforms can help you find answers to your questions so you can make changes in your firm that will really move the needle.
Total compensation statements build trust
Many companies create Total Compensation Statements to show employees the full value of their pay and benefits beyond salary. An HRIS can help create these reports by pulling in data from benefits, payroll and HR records. This helps reinforce transparency and highlights the firm’s investment in its people.
What to look for in an HRIS
Not every HRIS is created equal. If you’re evaluating platforms for your firm, consider:
Ease of use. Can your team and employees navigate the system intuitively?
Integration. Does it connect with payroll, benefits or accounting software?
Automation tools. How easily can you build and update workflows?
Custom reporting. Can you slice the data in ways that support decision-making?
Scalability. Will it grow with your firm?
Support. Is customer service responsive and knowledgeable?
Other popular platforms in the accounting profession include Gusto, Rippling, UKG, Workday and ADP Workforce Now. Each has its strengths depending on firm size, in-house capabilities and integration needs.
Choosing the right HRIS isn’t just about features. It’s about investing in a system that supports the people behind your firm’s success. Whether you’re focused on improving compliance, streamlining onboarding, or simply reducing the number of emails your HR team has to answer each day, an HRIS can help.
Don’t let your back office hold you back. Your people deserve better.
Do you want to hone your leadership skills beyond technology?
The Boomer CIO Circle is a peer group for Chief Information Officers in the accounting profession. Together, they work on growing their skills in innovation, budgeting, finance, communication, project management, marketing, sales and human resources to grow into confident leaders in their firms. Apply now to start building valuable long-term relationships with other forward-thinking CIOs.
Jenna Blackwood is the Financial and Accounting Manager at Boomer Consulting, where she empowers data-driven decision-making and leads budgeting strategies that support firm-wide growth. As a former business owner, she brings real-world leadership experience to financial operations, tool implementation, and employee compensation planning. Outside the office, she’s an avid reader and a fan of Mel Robbins.
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