Integration partner
Paylocity, integrated into the ERP environment your business already runs.
RJR is the integration partner organizations bring in when they're adopting Paylocity into established ERP systems — Viewpoint Vista, Spectrum, and the pattern beyond. Client-side support and managed services available beyond integration when ongoing platform coverage is needed.
Overview
RJR is the integration partner organizations bring in when they're adopting Paylocity into an established ERP environment. The active work is bidirectional integration between Paylocity and the systems the client already runs — Viewpoint Vista and Spectrum are common, and the pattern extends. Client-side support and managed services on Paylocity are available beyond integration for clients who need ongoing platform coverage.
Product
Paylocity
Paylocity's unified HCM platform. Payroll, HR, talent, and benefits administration designed for mid-market organizations. Strong workflow automation and modern UX relative to legacy peers.
Modules & capabilities
ERP integration design and build
Bidirectional integration between Paylocity and the client's ERP, designed for the way the receiving system actually accounts for labor. We handle file specification, field mapping, cost allocation logic, error handling, and the build itself — working from the ERP's job, phase, cost code, department, or grant structure rather than a generic template. Common patterns include Viewpoint Vista and Spectrum, with the same approach extending to other ERP environments.
Scheduling and time integration
Integration between external scheduling and time tracking systems and Paylocity, with attention to how pay rules translate across the boundary. We handle the file or API design, hours and allocation mapping, and the translation of overtime thresholds, shift differentials, and location-based pay rules into Paylocity's earning structure. Deputy is a common example; the same approach applies to other scheduling and time platforms clients run alongside Paylocity.
Integration design during Paylocity implementation
Engagement during the Paylocity implementation itself, focused on the configuration decisions that shape what the integration has to handle. We work alongside Paylocity's implementation team and the client's finance lead on earning code structure, deduction setup, cost allocation rules, and pay group design — flagging the integration consequences early so the outbound file to the ERP reconciles cleanly from the first payroll.
Cutover and parallel payroll support
Validation and reconciliation work through the final stretch of a Paylocity implementation, when the integration has to prove it lands cleanly. We support parallel payroll runs by reconciling the outbound file against expected GL and job cost results, catching mapping or allocation errors before they reach production, and standing by through first live payroll to resolve issues in real time.
Post-go-live integration support
Ongoing maintenance and adjustment of Paylocity integrations after they're live. Earning codes change, cost structures evolve, ERP versions upgrade, and payroll processes shift over time — each one with potential to break a working integration if it isn't accounted for. We handle change requests, regression testing, and the periodic redesign work that keeps the integration aligned with how the client actually runs payroll today rather than how they ran it at go-live.
Client-side support and managed services
Day-to-day Paylocity administration and managed services for clients who need ongoing platform coverage beyond integration work. Engagements scope from focused administrative support — payroll cycle assistance, configuration adjustments, user support — through full-cycle managed coverage. Model is shaped to what the client actually needs rather than fitted to a fixed package.
Where we go deep
Integration architecture for established ERP environments
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.
Working alongside Paylocity implementations
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.
Scheduling and time integration
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.
Industry context shapes the integration
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.
Client-side support and managed services
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.
Questions we hear
What does RJR do with Paylocity, and how does the engagement model work?
RJR doesn't implement Paylocity. Paylocity runs their own implementations, and RJR's role is the integration layer between Paylocity and the systems the client already depends on, most often an ERP like Viewpoint Vista or Spectrum, sometimes a scheduling and time platform like Deputy, sometimes a benefits administrator or finance system. RJR is at the table for the Paylocity configuration decisions that shape what the integration has to handle, but the Paylocity build itself sits with Paylocity's implementation team.
The engagement model works through partnership coordination. RJR's 5 formal partnerships span UKG, ADP, Boomi, Paylocity, and NCR plus a developing Deel relationship. The Paylocity partnership is integration-focused. We coordinate with Paylocity's implementation team during their builds, build the outbound integrations that surface payroll data to ERP and downstream systems, and stay engaged through post-go-live for the integration support work that doesn't fit inside Paylocity's scope.
Most RJR-Paylocity engagements start when a client hires Paylocity for HCM and needs the integration layer designed and built around that decision. The integration scope typically spans payroll-to-ERP labor distribution, time-and-attendance integration, benefits administration handoffs, and exception-handling between Paylocity and the downstream systems that account for labor cost. The configuration coordination matters. How Paylocity is set up at implementation shapes what the integration has to handle, so being at the table early matters more than coming in after configuration is locked.
What ERP systems does RJR integrate Paylocity with?
Most RJR Paylocity integration work runs between Paylocity and Viewpoint Vista or Spectrum, which is why RJR engagements concentrate in construction and contractor environments. The same approach extends to other ERPs. The work is in understanding how the receiving system accounts for labor (jobs, phases, cost codes, departments, grants, cost centers) and designing the integration to land cleanly there. If a client runs a different ERP, the pattern transfers; the specifics of the mapping change with the system.
Construction-side integrations carry their own characteristic complexity. Multi-job labor distribution where workers move between projects in a single pay period. Cost-code structure that varies by project and changes as projects evolve. Prevailing wage and certified payroll forms downstream from the integration. Job-cost reporting that depends on accurate labor cost attribution. These aren't standard payroll-to-GL integrations; they're labor-distribution-aware integrations where the receiving ERP needs labor data structured around how construction operations actually run.
Beyond Vista and Spectrum, RJR-Paylocity integration work surfaces against NetSuite, Sage, Oracle, and other ERPs as client portfolios warrant. The integration architecture is shaped by the receiving system's expectations rather than by Paylocity's outbound capability. Paylocity's integration tooling is consistent across these targets, but each ERP requires distinct mapping and transformation logic. RJR's construction practice depth means we know where the labor-cost-attribution patterns typically surface and where misconfigured integrations create operational debt that's expensive to unwind later.
How early in the Paylocity implementation should we engage RJR?
The right time to engage RJR is as early as the configuration decisions start during the Paylocity implementation. Earning code structure, cost allocation rules, deduction setup, pay group design — these get made during the Paylocity build, and each one shapes what the outbound integration to your ERP has to handle. If RJR is at the table when those decisions get made, the integration is designed in from the start. If RJR comes in after configuration is locked, we're working around choices that could have been made differently. Both are workable. The first is cleaner.
Configuration decisions made during the Paylocity implementation have downstream consequences for the integration layer that aren't always obvious at the time. Earning code structure determines how labor distributes across jobs and cost codes in the ERP. Cost allocation rules shape what labor data is available for the integration to surface. Pay group design influences how the integration handles different worker populations. Deduction setup affects what payroll data flows downstream for benefits and finance reconciliation.
RJR's typical engagement starts during Paylocity's discovery and design phase, contributes to the integration-affecting configuration decisions as they emerge, designs the outbound integration architecture against the resulting configuration, and builds the integration in parallel with Paylocity's configuration build. By the time Paylocity is in parallel payroll testing, the integration is also in parallel testing, surfacing exceptions where they can be remediated before go-live. Engagement that starts after configuration is complete still produces working integrations, but with more workarounds and longer integration build cycles.
How does RJR design Paylocity integrations to hold up over time?
RJR designs Paylocity integrations to hold up over time, not just to pass parallel testing at go-live. The architecture decisions matter more than the specific integration tool. Configuration-driven where possible, code-only where the use case warrants it, and exception-handling architectures that surface issues where they can be addressed rather than letting them accumulate as manual workarounds.
The tooling choice depends on the use case. Paylocity's native integration tools handle baseline cases cleanly: standard payroll-to-GL feeds, time-and-attendance pulls from common time platforms, benefits administration handoffs. For integration scope that spans multiple downstream systems or requires shared transformation logic, Boomi is RJR's anchored iPaaS choice. Our partnership depth with Boomi extends to Paylocity integration work where centralized monitoring and shared logic matter. Custom integrations only land when the use case justifies the maintenance commitment.
The architecture patterns that matter most: clear ownership of which system is authoritative for which data; integration timing aligned with payroll and ERP processing cycles so exceptions surface in time to fix them; transformation logic isolated and testable rather than scattered across endpoints; error-handling that produces actionable diagnostics rather than failed-silently states. Most operational debt RJR encounters on inherited Paylocity integrations traces to architecture decisions made at initial build that didn't anticipate how the integration would need to evolve. Configuration built around how the business actually runs, with exception-handling that surfaces issues cleanly, holds up. Configuration built around minimum viable scope accumulates workarounds.
What happens to the Paylocity integration after go-live?
Integrations aren't static. Earning codes change, cost structures evolve, ERP versions upgrade, and payroll processes shift over time. RJR supports clients through those changes, handling the modifications, regression-testing the integration against new conditions, and stepping in for the periodic redesign work when something larger shifts. Most RJR-Paylocity integration clients keep RJR engaged in some form past go-live, scaled to how often things actually change in their environment.
The post-go-live support shape varies with client environment. Quiet environments where earning codes and cost structures stabilize after implementation need light-touch support: regression testing when ERP upgrades and occasional configuration changes as new earning codes get added. Active environments where projects, cost structures, or business operations shift frequently need closer engagement: monthly check-ins on integration health, exception-pattern review, and proactive testing against upcoming changes before they hit production.
Periodic redesign work happens when something structural shifts. ERP migration to a different version or different system, major Paylocity configuration changes that affect integration scope, business model shifts that change what labor data needs to flow downstream, or accumulated workarounds that reach the point where rebuild costs less than continued maintenance. RJR scopes redesign engagements separately from ongoing support, with clear scope and deliverables rather than open-ended hour budgets. The honest framing is that integrations are infrastructure, not one-time builds; ongoing attention is what keeps them working.
Does RJR support the Paylocity environment day-to-day beyond integrations?
Yes. RJR offers client-side support and managed services on Paylocity for clients who need ongoing platform coverage beyond the integration layer. Engagements range from focused administrative support (payroll cycle assistance, configuration adjustments, user support) through full-cycle managed coverage, shaped to what the client actually needs. Most clients find RJR through the integration work first; the support relationship grows from there as the need emerges.
Day-to-day Paylocity support typically includes payroll cycle assistance during cuts, configuration adjustments as business policies and organizational structure evolve, user support and training for HR and payroll staff, integration monitoring and remediation for the upstream/downstream connections RJR built, and platform expertise on demand for issues internal teams don't have the bandwidth or specialization to handle. The scope is sized to the client's actual operational rhythm rather than to a one-size-fits-all support contract.
Full-cycle managed coverage extends to operational ownership: RJR consultants run the Paylocity environment as extension of the client team, handling configuration changes, payroll-cycle work, integration maintenance, and reporting needs alongside the client's internal HR work. The engagement structure mirrors RJR's broader Managed Services pattern (defined-hours-per-month, dedicated consultant, quarterly cycles) calibrated to Paylocity's operational reality. Combined Paylocity + integration coverage is the common shape for RJR-Paylocity managed-service engagements. Clients want both layers covered by the same team rather than splitting them across vendors.
What industries do RJR Paylocity engagements typically span?
RJR-Paylocity engagements concentrate in construction and contractor environments where Viewpoint Vista or Spectrum is the ERP. The pairing is structural: Paylocity has strong adoption in construction-adjacent industries; Vista and Spectrum dominate construction ERP market share; the integration layer between them is RJR's core Paylocity scope. Multi-trade construction sites, specialty contractors, infrastructure projects, and construction-adjacent operations (heavy equipment, materials, services-to-construction) all surface in the RJR-Paylocity client portfolio.
Beyond construction, Paylocity engagement extends to other industries as client portfolios warrant. Professional services firms, healthcare practice groups, manufacturing operations running Paylocity for the SMB-shaped scale, and other industries where Paylocity's product positioning fits operational scale. The integration architecture patterns transfer across these industries. The specific ERP pairing changes (NetSuite or Sage for professional services; Oracle or SAP for larger manufacturing), but the integration-design discipline holds.
The construction concentration isn't accidental. Multi-job labor distribution, cost-code structure, prevailing wage compliance, and job-cost reporting create integration complexity that benefits from specialized integration design. RJR's construction practice depth produces the ERP-integration pattern recognition that makes Paylocity integration engagements run cleanly in this industry vertical. Other industries surface in the portfolio but don't dominate it the way construction does, and that concentration is honest framing rather than hedging.
What does success look like in a Paylocity integration engagement?
Success in a Paylocity integration engagement looks like the integration layer operating reliably as infrastructure rather than as ongoing operational risk. Concrete signals: payroll data flows from Paylocity to the downstream ERP on the timing the business actually needs, labor cost attribution arrives accurately at jobs and cost codes without manual reconciliation, exception handling surfaces issues cleanly where they can be addressed before they accumulate, and the integration stays healthy as both Paylocity configuration and ERP environment evolve.
The harder-to-quantify signal is what reliable integration makes possible elsewhere. Finance teams can close periods on schedule because labor cost arrives in the ERP correctly. Operations leaders can trust job-cost reporting because the labor data feeding it is reliable. HR and payroll teams can run Paylocity without coordinating around integration exceptions that surface late in the cycle. Project managers and cost accounting can audit labor cost attribution without rebuilding it manually.
RJR runs Paylocity engagements with measurable success criteria appropriate to the engagement shape: integration architecture exit criteria during initial deployment, regression-testing discipline through post-go-live, and service-level expectations for managed-service engagements. The honest read on success is that Paylocity integration done well becomes invisible operationally — present and trusted, not consuming finance, operations, or HR attention because the data just flows. That's what mature Paylocity integration delivery should produce, and that's the outcome RJR works toward across every engagement shape.
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