MICROSOFT PRODUCT CAPABILITIES
Make employee information useful.
Dynamics 365 Human Resources helps maintain organisational and employee information while supporting the policies behind day-to-day HR work. Self-service gives employees and managers a practical way to review information and complete routine actions.
Personnel and organisation
Maintain workers, positions, jobs, and organisational relationships, with controlled access to sensitive employee information.
Leave and absence
Define leave plans, balances, requests, and approval workflows around the policies your organisation applies.
Compensation and benefits
Administer compensation plans and benefits enrolment, including relevant changes in an employee’s circumstances.
Self-service and insight
Give employees and managers access to appropriate tasks and information, and use reporting to understand the workforce.
Connect payroll to the HR record
Human Resources integrates with payroll providers; it is not a blanket promise of a built-in South African payroll engine. Define payroll ownership, fields, timing, and reconciliation as part of the design.
Put it to work with Braintree.
Braintree configures your structures and policies, migrates employee data, and connects payroll and other business systems with agreed access and approval controls.
Microsoft product guidance
Separate standard HR from tailored workflows
The published offer includes business-specific training, certification and safety-related workflows. These should be scoped as configured or integrated requirements, with clear record ownership and renewal responsibilities, rather than assumed to be universal built-in functions.
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Define employee, manager and HR access responsibilities.
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Map onboarding, leave and performance processes.
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Confirm payroll integration and required data exchanges.
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Identify training, certification or policy workflows that require configuration.
01
Put people data behind the process
Human Resources is useful when employee information is spread across onboarding packs, leave spreadsheets, payroll files and managers’ notes. The application connects personnel records with the processes used to maintain them. The design needs to establish the worker, employment, job and position information required by HR, managers and connected systems.
An illustrative new-starter process includes an approved position, the employee record, onboarding tasks, the information needed for payroll and access to self-service. These steps have different owners. A single database helps only when the organisation agrees who may create, approve and change each part of the record.
02
Self-service and management are controlled views
Microsoft documents employee and manager self-service, personnel management, leave and absence, benefits and compensation capabilities. Those experiences should expose the information needed for the role. An employee updating personal details is a different permission requirement from a manager reviewing a team or HR maintaining sensitive records.
The Braintree offer also discusses onboarding, performance and training-related workflows. Business-specific safety inductions, certifications and policy acknowledgements require a defined configuration or integration scope. They should not be mistaken for a universal legal-compliance package. The organisation needs to decide which evidence is required, who accepts it and what happens when a record expires.
03
Payroll integration is a defined exchange
Microsoft’s payroll integration API lets a partner payroll system obtain employee and pay-related information from Human Resources. The documented flow includes marking an employee ready to pay and exposing the relevant virtual tables through Dataverse. This is an integration mechanism, not a claim that every local payroll product connects without work.
A payroll interface needs more than a list of fields. The design should cover when a change becomes effective, who approves it, how the payroll team sees failed transfers and how employee records are reconciled between systems. The payroll provider remains part of the solution scope, including responsibility for its calculations and local requirements.
04
Prove the joiner, mover and leaver journeys
Braintree can map HR processes, configure the selected application scope and define the interfaces to payroll, finance and resource planning. The evaluation should demonstrate a new starter, a role change, leave approval and an employee leaving, including the information each stakeholder is allowed to see.
Agree worker, employment, job and position data ownership.
Map employee and manager self-service requirements to access roles.
Define payroll and other interfaces, effective dates and reconciliation ownership.
Identify tailored training, performance or document workflows and their acceptance criteria.
Plan migration, representative user testing and training for HR administrators and managers.
EVIDENCE & DOCUMENTATION
See the work in context.
BEFORE YOU DECIDE
