HRIS For Midsize Companies

Choosing an HRIS for midsize companies is less about features than about thresholds. As headcount grows, obligations switch on, and the system has to keep up with a business changing shape.

The first threshold in Australia arrives early. An employer with fewer than 15 employees is a small business employer under the Fair Work Act, and several things change once you pass it. The minimum employment period for unfair dismissal shortens, redundancy pay obligations begin to apply, and the Small Business Fair Dismissal Code no longer covers you.

Mid-size is also where informal HR stops working. Below about twenty people, one person holds the whole picture in their head. Between fifty and two hundred, nobody does, and records that were fine in a shared folder become the thing you cannot produce when asked.

The common buying mistake is the opposite of underbuying. Enterprise platforms assume a dedicated HR operations team to configure and maintain them, and mid-size organisations rarely have one. A system that needs a specialist becomes that specialist’s system, and stops being maintained the week they get busy.

The Fair Work Ombudsman explains small business employer obligations. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s HRIS system, HR management system and onboarding management system.