An Irish local authority moved its HR, absence and payroll operation off Oracle PeopleSoft onto Oracle Fusion HCM Cloud. Engaged through the council's system integrator and working on the customer's behalf, Syntra ETL owned the data migration workstream end to end — automated PeopleSoft extraction, source-to-target mapping, HDL transformation, load, reconciliation and post-migration data governance — engineered around Irish Revenue, PRSI and GDPR obligations for a public-sector payroll.
The council was retiring Oracle PeopleSoft as its HR and payroll system of record and standing up Oracle Fusion HCM Cloud in its place. The programme ran under a joint governance model led by the council's system integrator, with the council retaining business ownership and final acceptance. Syntra ETL was engaged through that integrator and delivered the data workstream on the customer's behalf — every step from PeopleSoft extraction through to reconciled load and sign-off.
Owned access provisioning, extraction scope, data cleansing decisions and final acceptance. Council HR and payroll staff validated the migrated data and signed off each cycle.
Ran overall programme management: the master plan and milestones, cross-workstream coordination, risk, issue and dependency management, change control and consolidated reporting to the council.
Solution architecture and technical execution for the migration itself: extraction design and build, mapping, transformation, load, validation, reconciliation and post-migration data governance — reported into the integrator's plan and validated with the council.
This is a public-sector counterpart to our PeopleSoft → Oracle Fusion HCM migration for an Ireland-based enterprise — the same Syntra ETL migration engine, applied under local-authority governance and retention rules. We work this way regularly with implementation partners; see Syntra for System Integrators.
Three Oracle Fusion HCM modules were in scope. Scope was fixed up front against data-template references listing every required field, and each data set was confirmed early — which accelerated data gathering and kept rework out of the later cycles.
Employee demographics, personal data, job information, organisational assignments and position information — carried across with effective-dated logic so current records resolve correctly in Fusion.
Leave balances and accruals, leave requests, absence events and absence-management data, with approval workflow history preserved.
Earnings, deductions, taxes and payroll run information, plus up to six years of historical records — including terminated employees and retiree information the council must retain.
Extraction was automated rather than hand-run. A PeopleSoft Application Engine program, extended with PeopleCode, orchestrates the whole run — resolving its own parameters, guarding against conflicting executions, pulling from the core PeopleSoft tables, staging the results and emitting HDL-compliant CSV/TXT output for Oracle Fusion. The design targets four things: data integrity in transit, compliance with Oracle Fusion specifications, a shorter timeline and minimal manual intervention.
Before anything runs, the program checks PSPRCSRQST for active processes and refuses to start a parallel run. On a payroll extract, two concurrent runs are a data-integrity incident — so the guard sits at the front of the process, not in a runbook.
Country/region, file mode, file extension and the last-run timestamp are resolved at execution time rather than hard-coded, so the same program serves every extract variant the programme needed without a code change.
Full mode rebuilds the complete data set; Change mode uses the LAST_RUN_DTM timestamp to pick up only what moved since the previous run — which is what makes repeated mock loads and a short final cutover window practical.
PeopleSoft's effective-dated model is resolved during extraction so current employee records land as current in Fusion, while the historical rows behind them stay available for the six-year retention window.
Extracted rows land in the PS_AZ_FILE_OC_STG staging table, where eligibility rules filter records, business rules apply, and rows are enriched with derived information before anything is transformed.
Record counts are validated before a file is created, and output files are named dynamically by region, mode and extension — so every file the load process picks up is identifiable and already count-checked. Detailed logging runs throughout.
The extraction engine is DataMove; the same PeopleSoft extraction pattern is described in more depth on our PeopleSoft connector page.
Field mapping is the part of a PeopleSoft-to-Fusion migration where statutory compliance is won or lost. Every PeopleSoft field was matched to its Oracle Fusion equivalent — EMPLOYEE_ID to EMPLOYEE_NUMBER, DEPARTMENT_ID to DEPARTMENT_NAME, and so on across the three modules — with the Irish Revenue and PRSI fields treated as the critical path.
Country codes, state codes and business-unit codes standardised in staging, and PeopleSoft department codes mapped onto the Fusion structure so department associations stay accurate after the move.
Staged data is converted into Oracle HCM Data Loader format, bridging the gap between the legacy PeopleSoft model and the Fusion architecture. Automating the transformation cut manual effort and removed a whole class of hand-editing errors.
HDL files were loaded into staging environments across multiple cycles, so discrepancies surfaced, got fixed and were re-tested well before production cutover — each cycle raising data quality through the feedback loop.
See the deep dive on HDL transformation & field mapping, or the wider HCM migration and Oracle Fusion payroll migration solutions.
For a public body, the migration is only half the obligation — being able to evidence it afterwards is the other half. Validation and governance ran as a phase in their own right, not as a closing checklist.
Error logs tracked through every load, pre-validation rules applied before data reached Fusion, and a standing feedback loop between the migration and functional teams so issues were caught proactively rather than found in UAT.
Record counts compared between source tables and loaded data, data types, formats and null values validated, and every validation rule, exception and resolution documented — the audit-readiness record the council keeps.
Not every legacy record belongs in Fusion. Non-essential PeopleSoft data was assessed, put on a retention schedule and securely archived — retained for business operations and Irish statutory requirements, under GDPR-compliant handling.
A four-step close-out: assess the data, plan retention, archive securely, then dispose of legacy system access — so PeopleSoft could be stood down without stranding records the council is required to hold.
Related: validation, reconciliation & governance in depth · Payroll & HR data archival · Legacy system archival · Legacy ERP decommissioning guide.
A local authority payroll carries obligations that do not bend to a project schedule. Compliance was designed in from extraction onward — the statutory fields were treated as the critical path through mapping and transformation, not reconciled at the end.
Three phases, each producing measurable, auditable deliverables — so accuracy, compliance and control could be demonstrated at every gate rather than asserted at the end.
Define extraction parameters, configure run controls, extract from the PeopleSoft tables, stage and verify. Scope was pinned to data-template references so every required field was known before a line of extract code ran.
Deliverables: migration scope & requirements document · data extraction design & parameter specification · configured PeopleSoft extraction programs · source data extract files · staging data repository · initial data verification report.
Map fields to the Oracle Fusion data model, apply HDL transformation rules, generate output files and load into staging environments across repeated cycles.
Deliverables: source-to-target mapping document · transformation rules & HDL design specification · HDL-compliant output files · staging environment load results · transformation validation report.
Validate integrity and compliance, monitor and clear error logs, document validation rules and exceptions, satisfy the Irish statutory requirements and close out post-migration data management.
Deliverables: data validation & reconciliation report · error & exception management log · statutory compliance validation documentation · migration run book · post-migration data governance artefacts · final migration sign-off & closure report.
See also our ETL migration cutover plan and Oracle Fusion data migration guides.
The three products in the Syntra platform each owned a layer of this migration.
The extraction, transformation and loading engine — the Application Engine extraction, Full and delta runs, staging, code normalisation, HDL generation and the load into Oracle Fusion HCM.
Lineage, reconciliation and governance — source-to-target reconciliation, the validation rules, exception and resolution record, and the audit-ready evidence the council retains for Irish Revenue and GDPR.
Migration analytics and intelligence — data-quality profiling, cycle-by-cycle progress, open exceptions and cutover readiness, giving the council and the integrator one evidence-based view of where the migration actually stood.
Module-by-module and stage-by-stage detail on how a PeopleSoft to Oracle Fusion HCM migration is engineered on the Syntra ETL platform.
The programme was led by the council's system integrator, which owned programme management, planning and reporting. Syntra ETL was engaged through that integrator and delivered the data migration workstream on the customer's behalf — extraction, mapping, transformation, load, validation, reconciliation and post-migration data governance. The council retained business ownership and final acceptance authority.
Three: Core HR (employee demographics, personal data, job information, organisational assignments and position information), Absence (leave balances, accruals, leave requests, absence events and approval workflows) and Payroll (earnings, deductions, taxes, payroll run information, plus terminated-employee and retiree records).
Through a PeopleSoft Application Engine program extended with PeopleCode. It performs a run-control safety check to prevent parallel runs, resolves parameters (region, file mode, file extension, last-run timestamp) dynamically, extracts from the core PeopleSoft tables into a staging table, applies eligibility rules, validates record counts and writes dynamically named, HDL-compliant CSV/TXT files. Both Full and Change (delta) modes are supported, with delta runs keyed on the last-run timestamp.
Up to six years of historical records, including terminated employees and retiree information. PeopleSoft queries were customised specifically to reach that history, and effective-dated logic ensured current employee records still resolved correctly in Oracle Fusion.
Irish Revenue reporting fields and PRSI data were treated as named focus areas through field mapping and HDL transformation rather than being validated at the end. Validation rules, exceptions and resolutions were documented throughout for audit readiness, and legacy data that stayed behind was retained and disposed of under GDPR-compliant retention policies.
It was assessed, placed on a retention schedule and securely archived rather than discarded — retained for business operations and Irish statutory requirements — before legacy system access was securely disposed of. See Payroll & HR data archival and Legacy system archival.
Tell us your PeopleSoft footprint, target Fusion modules and statutory retention obligations — we'll scope an automated, HDL-based migration with reconciliation and archival built in. We work directly and through system integrators.
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