Paylocity, integrated into the ERP environment your business already runs.

Most clients come to us already operating on a mature ERP — most often Viewpoint Vista or Spectrum, though the pattern holds across other systems — and adopting Paylocity as their new payroll and HCM platform. The integration has to land on day one. Labor cost posts directly into the job cost ledger, so a misfire on first payroll means a wrong GL and a wrong job cost picture.

We design the bridge as bidirectional. Employee, job, and cost code data flow from the ERP into Paylocity. Hours, earnings, taxes, and burden flow back out, allocated to the right job, phase, and cost code. We work the mapping with the controller and the Paylocity implementation team in parallel, so earning codes, deduction codes, and cost allocation logic line up with how the ERP actually expects to receive them.

Paylocity runs the implementation. We run the integration. That division of labor is deliberate — Paylocity's team owns their platform's configuration, and we own the layer that connects it to the systems the client already depends on. The two tracks run in parallel, not in sequence, because integration design isn't something to bolt on after go-live.

In practice that means we're at the table for the decisions that look like Paylocity decisions but have integration consequences. Earning code structure, deduction setup, cost allocation rules, pay group design — each one shapes what the outbound file to the ERP looks like and whether it reconciles cleanly. We flag the implications early, work them with Paylocity's implementation consultant and the client's finance lead, and document the handshake before the first parallel payroll.

Workforce scheduling and time tracking often live outside the HCM — Deputy is a common example, particularly for clients managing shift-based or distributed workforces. The integration into Paylocity has to deliver clean, payroll-ready time data on the cadence the pay calendar demands.

We build the connection so the scheduling system stays the system of record for shifts and worked time, while Paylocity receives structured hours and allocations ready for payroll. The work is less about moving data and more about making sure the rules baked into the scheduling tool — overtime thresholds, differentials, location-based pay — translate correctly into the earning structure on the Paylocity side.

A meaningful share of the Paylocity integration work we do lands in construction and contractor environments, where Vista and Spectrum are common — and that work has taught us that integration design isn't generic. Hours have to allocate to jobs, phases, and cost codes. Certified payroll has to produce cleanly for federally funded work. Prevailing wage determinations have to flow through to the right earnings. Union fringe and dues remittance layer on top.

The same principle applies in every industry we work in. A clean file that posts to the wrong account is still a wrong file. Whether the destination is a contractor's job cost ledger, a hospital's department and grant structure, or a manufacturer's cost center hierarchy, the integration has to respect the way that organization actually accounts for labor. We design the mapping with the client's real structure in view, not a generic template.

Integration is the active engagement model on Paylocity today, but it's not the full surface of what we can do for a Paylocity client. We offer client-side support and managed services on the platform — day-to-day administration, payroll cycle support, configuration adjustments as the business changes, and the steady operational work that keeps an HCM running cleanly between bigger projects.

Clients who need this coverage on Paylocity get the same standard the rest of our managed services portfolio is held to. Engagements scope from focused administrative support through full-cycle managed coverage, and we shape the model to what the client actually needs rather than fitting them into a fixed package.