Data Integration Hub
Why payroll-benefits silos form, integration approaches compared, and CFO vendor requirements for mid-market employer groups
Mid-market employers in the 200 to 800 employee range typically operate with disconnected payroll and benefits administration systems. The disconnection drives $20K to $50K per year in operating cost from manual reconciliation, deduction errors, and compliance exposure. This hub covers why those silos form, the four integration approaches available to close them, and the eight CFO-grade vendor evaluation criteria for selecting a path forward.
Three Pages In This Cluster
Why Payroll-Benefits Data Silos Form
How silos form, the four predictable failure modes (enrollment mismatch, deduction lag, carrier billing discrepancy, compliance exposure), and what they cost mid-market employers per year. Problem framing for HRIS, CFO, and broker buyers.
Payroll-Benefits Integration Approaches
Four approaches compared: point-to-point file feeds, middleware (iPaaS), full HCM consolidation, and best-of-breed-with-API. Implementation timeline, ongoing cost, and best-fit scenarios for mid-market employers.
CFO Vendor Requirements Checklist
Eight evaluation criteria a CFO uses to qualify a benefits administration vendor: TCO, implementation, data ownership, integration SLA, security, vendor stability, exit terms, and operating-model fit.