A lot of attention in the last couple of years has been focused on the realities exposed by the pandemic’s impact on the workforce. 

• Global Workforce – enabling tools to consolidate and simplify the payroll and onboarding processes for global teams as well as simplifying the disparate regulatory requirements.
• HR Information Systems (HRIS) – enabling tools to manage employee data, streamline common workflows and reduce administrative overhead.  Much of the focus is on compliance.
• Recruitment – enabling tools to simplify talent acquisition of either full-time or contractors, many of which leverage AI/ML in simplifying the applicant sorting and decision-making.
• Upskilling / Reskilling – talent management tools seeking to integrate into the professional learning and development function to continually align skills required with skills available.

The overall HR Tech space has significant players that focus on the compliance layer, including payroll functions and all related regulatory requirements, tax, benefits, etc.  Large global players like Workday, Bamboo, and several others have key product offerings serving large scale organizations. 

Organizations, especially fast growing ones, become more dynamic and include more global operations, hybrid, or remote work orientations, the use case for the information captured in the typical HRIS to be deployed in operations becomes greater.  During a hiring process, an individual may pass a series of interviews with several members of leadership, but post-hiring that visibility may fully disappear.  Once an organization grows past a certain headcount, the ability to mentally keep track of each individual lessens including clear guidance on career pathways, engagement, skill utilization and development, and many other critical success factors. 

We are proud to partner with Orgtomic that is creating the discovery layer to complement the existing HRIS that an organization is utilizing.  Dynamic organization thrive on the value created by the human capital that is within the organization.  Organizational culture, engagement, and output are all interlinked.  We view an employee discovery layer as a key piece in the HR landscape.