Self-serve HR queries, ex-employee GDPR DSAR portal, HMRC inspector access — all against your decommissioned or archive-only Sage People data. Pre-built reports, SSO-integrated, role-based access, sub-second query.
Migration moves operational HR. Historical reporting handles the long-tail of compliance, references, audits, and DSARs against the data your live system no longer holds.
Once you've migrated active workers from Sage People to Oracle Fusion HCM (or Workday, or another target), the live operational HR problem is solved. But the data Sage People held about terminated workers, closed compensation cycles, historical leave, historical performance reviews, and historical payroll integration doesn't go away — and it doesn't all belong in the new target system either. Fusion HCM's HDL load model is designed for current and effective-dated active worker data, not for decade-old terminated employee history.
Sage People historical reporting solves the long-tail. HR ops business partners still need to look up an ex-employee's final salary for a pension query. Ex-employees still need GDPR DSAR responses years after they left. HMRC inspectors still ask for payroll registers spanning years the worker is long gone from the live system. Auditors still trace P11D taxable benefit calculations through tax years past.
Syntra's historical reporting layer exposes the archived Sage People data through a usable, governed access pattern — saved queries, DSAR portal, SSO integration, role-based access tiers — so the consumer-side need is met without anyone needing a live Sage People Salesforce licence.
The questions HR ops gets asked about ex-employees — answered without anyone touching the source system or learning Salesforce reporting.
Full Worker__c profile, employment history (Employment_Record__c chain), salary history, role/position history, manager history at each effective date — single page per former worker.
Tax code chronology, pension scheme membership and contribution history, salary sacrifice arrangements, P11D taxable benefits per tax year, P60 year-end summaries, P45 leaver documents.
Active worker counts at any historical date, by business unit, department, location, grade. Joiner/leaver/net-change reports. Manager span-of-control history.
Annual leave entitlements and usage per year, UK statutory leave (SSP, SMP, SPP) records with HMRC-relevant detail, accrual balances at any historical date.
Performance Review records per cycle, ratings distribution, goal completion, succession plan entries, 360 feedback summaries — useful for tribunal defense and historical talent analytics.
Gender, ethnicity, age, disability data per the relevant Equality Act 2010 / GDPR special-category framework. Diversity reporting per historical year for trend analysis.
From archive completion to first audited historical query in production. Typical engagement: 3–5 weeks.
Define user roles: HR ops, payroll team, internal audit, external audit, HMRC inspector access, DSAR portal for ex-employees. Map roles to corporate IdP groups. Define sensitive-field unmask permission per role.
Identify the standard HR ops questions and audit/HMRC report formats needed. Build pre-canned saved queries for each. Validate output against sample live-system equivalents for parity.
Integrate with corporate IdP (Azure AD, Okta) via SAML 2.0 or OIDC for HR/audit users. Stand up the public DSAR portal with email-verified magic link auth, identity verification workflow, response packaging.
Pre-materialize standard auditor-facing datasets (annual payroll register, P11D summary per year, headcount snapshot at year-end) for instant access during inspection windows. Tune partition layout for hot queries.
User acceptance testing with HR ops on standard lookups; sample auditor walkthrough; DSAR portal end-to-end test. Quick-start training for HR business partners. Runbook handed to your HR ops and IT teams.
Six controls that satisfy UK GDPR, ICO, HMRC, and internal audit oversight.
Distinct tiers for HR ops, payroll, audit read-only, DSAR ex-employee, HMRC inspector. Group-driven from corporate IdP — no manual user provisioning in the reporting layer.
Salary, NI number, bank account, date of birth, medical/disability flags masked by default. Unmask requires explicit role permission AND query-time business-justification capture.
Every query logged with user, timestamp, query, rows returned, sensitive fields accessed. Logs streamed to corporate SIEM (Splunk, Datadog) or persisted to immutable storage.
Per-domain retention policy enforced in the query layer. Records past retention either purge or move to deeper archive tier with stricter access permission.
Every Data Subject Access Request logged with request timestamp, response timestamp, response content hash, redaction decisions. ICO inspection-ready DSAR evidence trail.
TLS 1.3 in transit, KMS-managed encryption at rest. Sensitive-field hashing where business need allows pseudonymisation. Right-to-erasure execution audit-logged itself.
Sage People historical reporting is self-serve access to HR data from a decommissioned or archive-only Sage People org — without keeping the live Salesforce licence active. Three user groups need it. HR business partners need to look up termination dates, salary history, leave records, and disciplinary case data when serving ex-employees with references or pension queries. Ex-employees themselves need GDPR Data Subject Access Request (DSAR) responses showing what data was held about them, often years after they left. Auditors and HMRC inspectors need access to payroll history, P11D inputs, headcount snapshots, and equality monitoring data for compliance reviews that can land 3–7 years after the relevant period. Syntra ETL's historical reporting layer satisfies all three audiences without anyone needing a Sage People Salesforce licence.
The Syntra historical reporting layer exposes a controlled DSAR portal. Ex-employees authenticate (typically via email-based magic link with strong verification), can request their own data, and receive a packaged response containing every Worker__c, Employment_Record__c, Salary__c, Leave_Request__c, Performance_Review__c record about them — formatted as PDF for human reading, plus optional structured download. The DSAR portal logs every request and every response per ICO guidance. Response time targets the GDPR 30-day window with workflow to escalate complex cases. Sensitive fields (bank account, NI number, salary detail) are included as that's what the data subject is entitled to see. Manager comments and disciplinary case notes go through your standard DSAR redaction review process before release.
Yes. The historical reporting layer ships with pre-built saved queries for the standard HR questions: 'What was Jane Doe's leaving date and final salary?', 'Show me all employees who left in 2022 from the engineering department', 'What was John Smith's P11D taxable benefits for FY23?', 'List all employees who had open disciplinary cases at 2024-12-31'. HR ops users get a clean web UI to run these queries against the archive — no SOQL knowledge required. For custom queries beyond the pre-built set, the UI supports a guided query builder; for deep analytics, the SQL endpoint is available to power users.
Full UK payroll integration history is preserved. The historical reporting layer holds: Worker NI number, tax code history (with effective dates), pension scheme membership and contribution history, salary sacrifice arrangements, P11D taxable benefits (private medical, company car, fuel benefit, etc.) per tax year, RTI FPS/EPS submission archive (where Sage People fed an integrated payroll provider), P60 year-end summaries, P45 leaver documents. Pre-built reports satisfy standard HMRC inspection requests: 'Provide payroll register for FY22 for all UK employees', 'Show me P11D submissions for tax year 2023-24', 'List all employees who received salary sacrifice pension contributions in 2023'. Reports export to HMRC-acceptable formats.
The archive is the underlying data store; historical reporting is the consumer-facing access layer. Archive lives as Parquet in cloud object storage — efficient, compliant, queryable but not user-friendly. Historical reporting is a curated UI plus saved queries plus DSAR portal plus role-based access tiers plus pre-built HMRC and FLSA reports — designed for HR ops, payroll, auditors, ex-employees. You can have the archive without reporting (data warehouse use case) or both together (full ex-Sage-People access scenario). Most customers want both because the archive's compliance retention is meaningless without a usable access pattern.
Sub-second for typical HR ops queries (single ex-employee lookup, single payroll period for a single pay group, single P11D record). Multi-year aggregation queries (headcount by department over 10 years, salary band distribution trends, leave utilization by quarter) typically return in 3–15 seconds depending on partition layout. The archive is partitioned by year/month/business-unit, and the query engine uses column pruning and partition pruning to minimize scan. For year-end audits or HMRC inspections, customers commonly pre-materialize the standard auditor-facing datasets (annual payroll register, P11D summary per year, headcount snapshot at year-end) for instant access during inspection windows.
Yes. The historical reporting layer integrates with Azure AD, Okta, Google Workspace, Ping Identity and other corporate IdPs via SAML 2.0 or OIDC. HR ops, payroll, audit, and management users authenticate through your standard SSO flow — no separate password to manage. Group membership in your IdP drives role assignment in the historical reporting layer (HR Business Partner role, Payroll role, Audit Read-Only role, etc.). For ex-employees who don't have corporate IdP credentials, the DSAR portal uses email-verified magic link authentication with optional strong-verification step-up (identity-document upload, secondary contact verification).
Configurable per data domain and regulatory regime. For UK customers: HR records minimum 6 years post-termination (GDPR/DPA + tribunal claim window); payroll/HMRC records minimum 7 years; pension and auto-enrolment records typically retained for employee lifetime + 6 years per TPR guidance; some equality-monitoring records retained longer for trend analysis. For US customers: typical 7-year baseline with sector-specific extensions. EU varies by member state. The historical reporting layer respects per-domain retention policies — records past retention either purge (right-to-erasure post-retention) or move to deeper archive tier with stricter access. Most customers commit to historical reporting for at least 7–10 years post-Sage-People-decommission.
30-minute call. We'll walk through your HR ops use cases, DSAR volume profile, HMRC/audit requirements, and retention policy — and confirm a 3-5 week on-ramp.