Onboarding a new employee taking days of HR admin time across disconnected systems?
Payroll inputs compiled manually each cycle with errors your team spends hours correcting?
RPA in HR
HR teams manage a high volume of structured, rule-based tasks -- onboarding new employees, processing payroll inputs, managing leave requests, updating employee records across systems, and producing compliance reports. Most of this work follows the same logic every time and requires no human judgment.
We build robotic process automation systems that handle these HR workflows automatically -- so your HR team focuses on the work that actually requires people skills: hiring decisions, employee relations, performance management, and culture.
Employee onboarding automation from offer acceptance to system provisioning
Payroll processing and leave management without manual data entry
Cross-system employee record synchronisation and HRIS data management
Compliance reporting and audit trail maintenance automated end to end
RaftLabs builds robotic process automation systems for HR teams -- employee onboarding workflows, payroll input processing, leave management, HRIS data synchronisation across systems, and compliance reporting automation. HR RPA handles the high-volume, rule-based administrative work that keeps HR teams from focusing on hiring, performance management, and employee experience. Most HR RPA projects deliver in 6--10 weeks at a fixed cost.
HR time is too valuable for data entry
An HR team member with 5 years of experience in hiring, culture, and employee development shouldn't be spending 2 hours a day copying data between your HRIS, payroll system, and IT provisioning platform. That's not what you hired them for.
RPA automates the structured data work so your HR team's time goes where it matters -- hiring the right people, developing existing ones, and resolving the situations that require human judgment.
HR processes we automate
Employee onboarding
End-to-end onboarding automation triggered by a hire in your ATS or HRIS. Account creation in IT systems, software provisioning, payroll and benefits setup, and new employee communication -- all automated from offer acceptance. The process that currently takes 2--4 days of HR admin time across 6--8 systems happens automatically, consistently, and without manual intervention. Every new employee gets the same complete onboarding regardless of which HR team member is available.
Payroll input processing
Automated extraction and compilation of payroll inputs -- timesheet data, expense claims, variable pay, overtime, and absence deductions -- from your source systems into your payroll platform. Validation checks that flag anomalies before processing. The payroll cycle that currently involves hours of manual data gathering and entry runs automatically, with exception alerts for the cases that need a human check before submission.
Leave and absence management
Automated leave request processing, balance checking, manager notification, and system updating. Leave balances maintained in real time across HRIS and payroll. Holiday entitlement calculations applied correctly based on employee type, contract, and jurisdiction. Absence patterns flagged for manager or HR attention. The leave process that clears without HR touching it for every standard request -- and escalates only the exceptions that need judgment.
Employee offboarding
Systematic offboarding automation triggered by termination in the HRIS. System access revocation across IT platforms, email, and SaaS tools. Final pay calculations and payroll system updates. Benefits cessation notifications. Exit survey dispatch and equipment return tracking. The offboarding process that currently risks being incomplete or inconsistent runs the same way for every departure -- reducing security risk and compliance gaps.
HRIS data synchronisation
Automated synchronisation of employee data across HRIS, payroll, finance, and IT systems. Promotions, transfers, and compensation changes entered once in your HRIS and propagated automatically to downstream systems. Elimination of the manual data entry that keeps systems out of sync and produces reporting errors. Reporting-ready employee data across all systems without a manual reconciliation process.
Compliance and HR reporting
Automated assembly of HR compliance reports -- headcount, turnover, diversity metrics, working time compliance, and jurisdiction-specific regulatory filings. Data pulled from HRIS, payroll, and timekeeping systems and assembled into report templates on a schedule. Audit trails maintained automatically for every HR system action. The compliance reporting that used to require days of manual data gathering runs overnight and lands in the right inbox.
Tell us which HR process consumes the most admin time.
Process, current systems, and volume. We'll design the automation and give you a fixed cost.
Frequently asked questions
The highest-value HR automation candidates are high volume, rule-based, and currently involve copying data between systems. Top processes: employee onboarding (creating accounts in IT systems, setting up benefits, sending welcome packs -- all triggered by a hire in the HRIS), payroll input processing (extracting timesheet, expense, and variable pay data and loading it into the payroll system), leave management (processing requests, updating balances, notifying managers), employee offboarding (revoking system access, processing final pay, exiting from benefits), compliance and audit reporting, and employee record synchronisation across HR, payroll, and finance systems.
We integrate with HRIS platforms via API where available or UI automation where not. Common integrations: Workday, SAP SuccessFactors, BambooHR, ADP, Oracle HCM, and Sage HR. For HRIS platforms with strong APIs, we use the API directly for reliable, supported data access. For legacy HRIS platforms, we use UI automation (the bot interacts as a user would). We also build the data pipelines between HRIS and downstream systems -- payroll, IT provisioning, finance, and Active Directory -- that HR teams currently manage manually.
Yes. A full onboarding automation covers: triggering from offer acceptance in the ATS or HRIS, creating accounts in IT systems (Active Directory, Google Workspace, Slack, CRM), provisioning role-based software access, setting up payroll and benefits, notifying the manager and team, sending the employee welcome materials and first-day instructions, and scheduling onboarding tasks. The bot handles every step that follows a rule. The HR team handles the steps that require judgment -- offer negotiation, culture conversations, and personal onboarding support.
HR data is subject to GDPR, local employment law data retention requirements, and your organisation's data handling policies. We build HR RPA systems with data minimisation principles (bots access only the data they need), full audit logs of every action taken, encrypted credential management, and role-based access controls. Automation doesn't reduce your compliance obligations -- it makes compliance easier to demonstrate through complete, consistent audit trails.
A focused HR automation system -- one process automated (e.g., employee onboarding across 4 systems), including bot development, testing in your environment, and deployment -- typically runs $15,000--$40,000. Multi-process HR automation programmes covering onboarding, payroll, and compliance reporting run $40,000--$100,000. Cost depends on the number of processes, system integrations, and complexity of the logic. We scope every project before pricing it.