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What is your 30-day workforce management plan?

As you start to plan for the weeks and months ahead, we would like to help by offering a complimentary Workforce Realignment Feedback Session with our HCM Analytics team.

During this session, our HCM Analytics team will:

  • Discuss your current plans for workforce changes to manage the next 30 to 90 days and provide feedback on potential risks and opportunities
  • Identify targeted areas where you could potentially reduce your labor costs while minimizing long-term damage
  • Suggest key metrics for you to track so you can forecast labor costs better and make earlier interventions

Request your complimentary Workforce Realignment Feedback Session with our HCM Analytics Team.

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human-capital-management-human-capitalHR has evolved from the personnel task master to a critical, strategic force in organizations today. However, there still remains those repetitive tasks that muddle the calendar and take away precious hours in the work week.

Some things just have to get done. Yet, HR professionals often find it challenging to create efficiencies in the mundane tasks so they can focus on more strategic goals.

Here are several ways to keep HR strategic, instead of repetitive.


From benefits and tax forms to equipment disbursement and payroll, it seems that one new-hire can suck up your entire workweek. Disparate systems mean entering information in all of them—each time a new employee walks through the door.

New-hire information should be entered one time with triggers automatically targeting the key stakeholders and departments that play a part in the onboarding process.

Less time you and new employees spend doing administrative tasks is less time they are learning their new job as well as time lost for HR.

Employee Self Sufficiency

Employees will always have changes to be made from major life events that create dependent changes for benefits and payroll as well as changes to personal information such as address and banking data. Providing employees the ability to make changes on their own not only improves the accuracy of the information, it also expedites the changes.

Ensuring that all of the touch points affected by these changes are updated concurrently is critical in today’s complex business environment. Integration improves efficiency in the endless stream of employee changes. It also empowers employees to get answers to their questions more readily—even after business hours.



Non-compliance in today’s HR world means endless time spent pulling data together to satisfy increasingly complex regulations. It also means hefty fines for non-compliance. There is no room for manual efforts when it comes to keeping up with the legalities of HR. Producing compliance reports quickly and easily means systems must be in place to automate the capture of critical compliance data as well as the storage of that data.

With HR being on the forefront of decision making and organizational planning today, it must be agile with the ability to steer the ship in a different direction quickly and efficiently. With disparate systems and processes that make mundane tasks lengthy and error prone, HR is forced to pause and put out fires.

Strategic HR Planning

The only way for HR to continue to play a key role in the overall health of the business is by making sure the mundane, repetitive tasks are taken care of with technology that supports entering data one time and trickling down to all HR stakeholders.  There’s no better time to be more efficient than now!

Put the "human" back in human resources. Eliminate manual HR processes with EPAY’s human capital management solution. Focus on what’s strategically important to your business—your employees.  Schedule a personalized demo today!