Pre-built hcm migration platform for Workday, PeopleSoft, UKG, Kronos Workforce Central, ADP, Ceridian Dayforce, Paycom, SuccessFactors and more. HDL loaders, multi-country payroll, talent, benefits, time and absence. 9–14 week cutover with row-level reconciliation and GDPR-grade data handling.
The hard part isn't extracting worker records. It's preserving effective-dated history, reconciling year-to-date payroll balances to the cent, and validating country-specific payroll without breaking a single live pay cycle.
Every hcm cloud migration carries five hidden complexities that consultant-led programs underestimate. Effective-dated record handling — every job change, salary change, location transfer with original dates preserved. Multi-country payroll — year-to-date balances, country-specific tax constructs, statutory reporting requirements per jurisdiction. Benefits enrollment integrity — enrollment records, beneficiaries, dependents, life event history. Time and labor accrual balances — vacation, sick, PTO carry-forward calculation lineage. And historical data retention — IRS 4-year, ERISA 6-year, HGB 10-year, country-specific obligations.
SyntraETL's purpose-built hcm migration platform handles each natively. Pre-built extractors for Workday HCM, PeopleSoft HCM, UKG Pro/Ready, Kronos Workforce Central, ADP Workforce Now, Ceridian Dayforce, Paycom, SuccessFactors and Cornerstone OnDemand. Governed worker-centric crosswalks refined across many customer migrations. HCM Data Loader (HDL) emitters for Worker.dat, Assignment.dat, Compensation.dat, Element Entries, Absence Records and Benefit Enrollments validated against the current Fusion 26x release.
Whether you are running a single-country US PeopleSoft to Fusion HCM migration, a multi-country Workday consolidation, a payroll-only cutover from ADP, or a global hcm cloud migration across 10+ countries with phased rollouts, the same platform handles every domain. Multi-source consolidation programs (M&A scenarios with PeopleSoft, Workday and ADP coexisting) deploy the same engine with parallel extractors and governed worker dedup. CHROs, HRIS leads and IT directors deploy SyntraETL because the unit economics are 35–60% cheaper than consultant-led equivalents and 4–6× faster to deliver.
Pre-built extractors for the HCM platforms enterprises actually run.
Workday HCM and Workday Payroll extraction via REST and Workday Studio webservices: Workers, Compensation, Benefits, Time, Absence, Talent. Workday migration with HDL emitters.
PS_JOB, PS_PERSON, PS_PAY_EARNINGS, PS_PAY_DEDUCTION, PS_BAS_PARTIC and full PeopleSoft HCM/Payroll/Benefits/T&L footprint. PeopleSoft via DB extractor.
UKG Pro and Workforce Ready extraction for HR core, payroll detail, time and labor, accruals. UKG migration common in mid-market.
Kronos WFC schedules, punches, accrual balances, shift differentials, project time. Kronos extractor for manufacturing and healthcare.
ADP WFN, ADP Vantage and ADP GlobalView extraction for US, UK and global payroll. ADP migration with multi-country support.
Ceridian Dayforce HCM, Payroll, Benefits, Time extraction. Ceridian migration to Oracle Fusion HCM Cloud.
Repeatable workflow refined across customer programs. Typical 9–14 weeks for multi-module single-country, 12–20 weeks for multi-country.
Source HCM platform inventory, country payroll footprint, modules in scope (HR core, Payroll, Benefits, Time, Talent), retention obligations, customisation review, talent platform inventory. Output: sized assessment and hard timeline.
Read-only extraction of effective-dated worker history, compensation history, assignment history, person records. Hash-signed manifests per population segment. Validated against source system headcount and termination rates.
Year-to-date payroll balances per country, element entries, statutory deduction history, benefits plan enrollment records, beneficiary and dependent data, life event history. Country-specific extractors for US, UK, Canada, etc.
Worker-centric crosswalks applied, HDL emitters generate Worker.dat, Compensation.dat, Element Entries, Absence Records, Benefit Enrollment Records. Local validation against current Fusion 26x HCM schema.
HDL submitted to Fusion HCM. Reconciliation: headcount per BU, payroll YTD totals per country, benefits enrollment count per plan, time card hours per pay period. Source-vs-Fusion to the cent and to the row.
1–2 cycle parallel payroll run, gross/net/statutory variance investigation, employee-facing portal cutover, source HCM moved to read-only or full archival.
The capabilities that distinguish a real hcm migration from a worker-record copy.
Every job change, salary change, location transfer, position move preserved with original effective dates and change reasons. Essential for EEOC, equal-pay and termination-defence audit trails.
25+ countries: US Fed/State, UK PAYE/NIC, German Lohnsteuer/SV, Indian PF/PT, French URSSAF, Brazilian INSS/IRRF, Mexican IMSS. YTD/PTD balances preserved per country.
Plan definitions, eligibility rules, enrollment records, beneficiaries, dependents, life event history. ERISA, COBRA, HIPAA event history migrated. UK P11D and German benefit constructs handled.
Time card records with project, costing and premium preservation. Accrual balances (vacation, sick, PTO, FMLA) with calculation lineage preserved for correct carry-forward.
Performance review history with original ratings and reviewer chains, goals, succession plans, 9-box assessments, development plans, learning history. Routed to Oracle Fusion Talent.
Personal-data tagging, GDPR data subject access, CCPA, German BDSG, French CNIL, Indian DPDP Act, HIPAA. TLS 1.3 in transit, AES-256 at rest, full access audit log.
HCM migration consolidates worker, payroll, time, talent, benefits, scheduling and contingent-workforce data. Every connector below holds workforce-relevant records — core HCM, payroll, time and attendance, talent acquisition, benefits, recruiting, ATS and ERP HR modules.
Direct procurement and expense platforms.
Oracle's legacy and on-premise ERP family.
SAP's ECC, S/4HANA and industry-vertical ERPs.
All Dynamics ERPs — current and legacy.
M3, LN, Lawson, BaaN, LX and CloudSuite verticals.
Vertical and platform-neutral ERPs.
Warehouse, transportation, freight and inbound systems.
Hospital EHR, materials management and clinical supply chains.
P&C and L&A policy admin, claims, billing.
Customer management, billing, OSS and network-asset platforms.
Grid, SCADA, PLM and MES platforms.
POS, merchandising, F&B, travel reservation systems.
Property accounting, leasing and vendor management.
Student information, campus finance, sponsored research.
Core banking, trading, risk, market-data platforms.
Core HCM, payroll, talent acquisition, benefits, time, scheduling, EOR.
Budgeting, forecasting, financial consolidation and reporting cubes.
Sales, service and commerce platforms.
Hcm migration is the program of moving HR, payroll, benefits, time, absence, talent and performance data from a legacy human capital management system to Oracle Fusion HCM Cloud. Source systems range from on-premise PeopleSoft HCM to cloud-native Workday, from time-tracking platforms (UKG Pro/Ready, Kronos Workforce Central) to payroll bureaus (ADP Workforce Now, Ceridian Dayforce, Paycom), to talent platforms (SuccessFactors, Cornerstone OnDemand, Sage People). SyntraETL is a unified hcm cloud migration platform: pre-built extractors for each source, HCM Data Loader (HDL) emitters validated against the current Fusion 26x release, governed worker-centric crosswalks, and row-level reconciliation. A typical hcm migration completes in 9–14 weeks versus 9–18 months on a consultant-led program.
Three drivers. First, customers running Oracle elsewhere in the stack (Oracle Fusion ERP, Oracle Database, Oracle Cloud Infrastructure) consolidate on Oracle Fusion HCM to retire dual-vendor complexity. Second, Workday's licensing model has become aggressive at renewal — many enterprises evaluate alternatives at 3–5 year contract milestones and find Oracle Fusion HCM pricing meaningfully more competitive at scale. Third, Workday's payroll capability outside the US is limited (often requiring third-party integrations with Cloudpay, ADP Streamline or local payroll bureaus), while Oracle Fusion HCM offers natively localised payroll for 25+ countries. The workday migration pattern is most common in 2,000–25,000 employee enterprises with global payroll footprint.
Yes — peoplesoft migration to Oracle Fusion HCM is the largest single hcm migration pattern by volume. PeopleSoft HCM (8.x, 9.x) is North America's largest installed HCM base outside Workday, with deep payroll, time and labor, benefits administration, workforce administration and talent management. SyntraETL's PeopleSoft extractor handles PS_JOB, PS_JOB_JR, PS_PERSON, PS_PERSONAL_DATA, PS_NAMES, PS_ADDRESSES, PS_EMPLOYMENT, PS_COMPENSATION, PS_BAS_PARTIC, payroll detail (PS_PAY_EARNINGS, PS_PAY_DEDUCTION, PS_PAY_TAX), time entries (PS_TL_TIME_TBL), absence balances (PS_ABS_BIDS), and talent profile data. HDL emitters generate Worker.dat, Compensation.dat, Element Entries, Absence Records and Benefit Enrollments for Fusion. PeopleSoft connector documentation details every supported entity.
Multi-country payroll is the hardest part of any oracle fusion hcm migration. Source systems often run payroll through a mix of native modules (PeopleSoft Payroll for North America, Workday Payroll for US/UK/Canada/France, ADP Global Payroll for a long-tail of countries) and third-party bureaus. Oracle Fusion HCM Payroll natively supports 25+ countries (US, UK, Canada, Mexico, Brazil, India, China, Australia, Singapore, Saudi Arabia, UAE, Kuwait, Bahrain, Qatar, Oman, France, Germany, Spain, Netherlands, Belgium, Switzerland, Ireland, Italy, Hong Kong, Japan and more). SyntraETL's hcm cloud migration extracts country-specific elements (US federal/state taxes, UK PAYE/NIC, German Lohnsteuer/Sozialversicherung, Indian PF/Professional Tax) and emits them as country-specific HDL element entries — preserving year-to-date totals, period-to-date balances, and full calendar-year history for tax reporting.
Effective-dated record handling is the single most failed area in hcm migration. PeopleSoft HCM uses EFFDT/EFFSEQ; Workday uses effective_date with separate effective sequencing; UKG uses position-effective and assignment-effective dates; ADP has separate effective concepts per data domain. Oracle Fusion HCM has a sophisticated effective-dated model (DATE_FROM, DATE_TO across HrAllPeople, PerAllAssignments, PerPersonAssignments, CmpSalaryBases). SyntraETL preserves the full effective-dated history end to end: every job change, salary change, location transfer, position move, status change is migrated with original effective dates and original change reasons preserved. This is essential for compliance scenarios (EEOC reporting, equal-pay analysis, regulated industry reporting) where worker history is the audit trail.
Kronos WFC (now UKG Workforce Central) is the most common time-and-labor predecessor in manufacturing and healthcare. SyntraETL's Kronos extractor handles WFC schedules, time-in/time-out punches, accrual balances (vacation, sick, PTO, FMLA), shift differentials, premium hours, labor distribution and project time. Oracle Fusion HCM Time and Labor receives time entries via HDL Time Card Records with full project, costing, premium and reason-code preservation. Accrual balances migrate with original calculation lineage so balance carry-forward works correctly post-cutover. Healthcare-specific scenarios (12-hour shifts, weekend premiums, on-call differentials) and manufacturing-specific scenarios (shift premiums, overtime stacking, union pay rules) are handled in the crosswalk layer.
Yes. Source talent platforms (SuccessFactors Talent Management, Cornerstone OnDemand, Workday Talent, PeopleSoft ePerformance) hold performance reviews, goals, succession plans, talent reviews, 9-box assessments, development plans and learning history. SyntraETL extracts the full talent footprint and routes it to Oracle Fusion HCM Talent Management (Performance, Goals, Succession, Talent Review, Career Development) via HDL emitters. Performance review history is preserved with original review dates, ratings, reviewer relationships and approval chains — essential for fair-pay analysis and termination defence. Learning history routes to Oracle Fusion Learning Cloud with course completion dates and certification expirations preserved.
Benefits are operationally critical: a benefits enrollment error post-cutover can cost months of incorrect deductions and trigger ERISA compliance issues. SyntraETL extracts benefit plan definitions, plan options, eligibility rules, enrollment records, beneficiary designations, dependent records, life event history and waived elections from PeopleSoft Base Benefits, Workday Benefits, ADP, UKG and other sources. Oracle Fusion HCM Benefits receives the data via HDL Benefit Enrollment records with eligibility profile, life event, beneficiary and dependent context preserved. COBRA, HIPAA, FMLA event history is migrated for US scenarios. UK P11D, German Krankenversicherung and other country-specific benefit constructs handled through country-specific crosswalks.
Historical HR and payroll data has long retention obligations: US payroll records 4+ years (IRS), I-9 records 3+ years post-employment, EEOC records 1 year minimum, ERISA records 6 years, UK records 6 years (HMRC), German records 10 years (HGB plus Aufbewahrungspflicht), French records up to 50 years for certain payroll detail. Two patterns work: migrate recent history (typically current year + prior 2 years) into Oracle Fusion HCM and archive deeper history into SyntraETL Cloud Archive with HCM-specific access for HR, payroll, finance and legal teams; or extract everything and use Cloud Archive as the system of record for HCM history while decommissioning the legacy platform entirely. See legacy system archival for details.
A single-country hcm migration (US-only PeopleSoft to Fusion HCM, including Worker, Payroll, Benefits, Time, Absence) completes in 9–11 weeks. A multi-country hcm cloud migration (US + UK + Canada from PeopleSoft, Workday or ADP to Fusion HCM) completes in 12–16 weeks because of multi-country payroll validation. A global program with 10+ countries on a Tier-1 platform (Workday Global, ADP GlobalView, SuccessFactors with country localisations) typically runs 16–24 weeks with phased country rollouts. Talent-only migrations (no payroll, no benefits) complete in 6–8 weeks. SyntraETL publishes a hard timeline at end of week 2 assessment based on actual country count, employee population, payroll complexity and historical data volume.
No. Extractors run as read-only API or DB connections to the source HCM system — no employee record is modified, no payroll calculation is changed, no employee experience is disrupted during the extract/transform/validate/load cycle. The cutover itself is a defined moment, typically scheduled between two payroll cycles: source HCM switched to read-only after the final cycle, new pay cycles run on Oracle Fusion HCM Payroll, employee-facing portals (self-service, manager self-service) cut over the same weekend. Year-to-date and period-to-date payroll balances are validated against the source platform to the cent before the cutover signs off. Employees experience a portal change, not a data change.
Multi-platform consolidation is common in M&A-heavy enterprises: corporate runs PeopleSoft HCM, an acquired subsidiary runs Workday, a smaller business unit runs ADP. All three consolidate onto Oracle Fusion HCM as the global standard. SyntraETL handles this with one platform: parallel extractors for PeopleSoft, Workday and ADP, common worker-centric crosswalks routing to Fusion Person, Assignment, Salary, Compensation and Benefits entities, governed dedup on duplicate worker records (cases where the same person was in multiple legacy systems via acquisition history), and per-source-per-entity reconciliation. Multi-platform programs are typically 14–22 weeks depending on platform count and country footprint.
Payroll parallel-run is non-negotiable. The pattern: after initial bulk load and validation, SyntraETL captures payroll-relevant deltas from the source platform during a 1–2 cycle parallel-run window. The same employees run on the source platform and on Oracle Fusion HCM Payroll for one or two complete pay cycles. Gross pay, statutory deductions, voluntary deductions, employer contributions, net pay and year-to-date totals are reconciled per employee per cycle. Variances above a defined threshold (typically $1 or 0.5%) are investigated and resolved before sign-off. Once parallel passes, the next cycle runs on Fusion only and the source platform is taken offline. This is the single highest-stakes gate in any hcm migration.
Employee data is HCM's most sensitive category: PII, financial information, health information, dependent information, immigration status, performance review content. SyntraETL's hcm migration platform handles GDPR (EU), HIPAA (US healthcare), state-level privacy laws (CCPA in California, similar laws in 12+ other US states) and country-specific employee data laws (Germany's BDSG, France's CNIL, India's DPDP Act). Personal-data fields are tagged at extraction time. Data subject access and right-to-erasure flows work against the Cloud Archive for terminated employees. Encryption in transit (TLS 1.3) and at rest (AES-256) is end-to-end. Audit logs capture every access for review.
Start with a 30-minute discovery call covering current HCM platform(s) in scope, employee population size, country footprint (especially payroll), modules in scope (HR core, Payroll, Benefits, Time, Talent, Performance), retention obligations and target Oracle Fusion HCM go-live date. Output is concrete sizing: typical timeline, typical budget, typical phasing. Most customers begin with a 2-week paid assessment producing the data inventory, country-specific payroll complexity assessment, talent and benefits scope, and the cutover plan. The assessment output is the artifact for executive sponsor review before committing to the full hcm cloud migration program.
Book a 30-minute discovery call. We will walk through your source HCM platform, employee population, country footprint, modules in scope and target go-live — and give you a concrete sizing before the call ends.