Migrate your Sage HRMS data

Core record in Sage HRMS. Employee profiles include biographical data, job history, compensation, and org assignment. We map all standard employee fields 1:1 to the target HRMS and flag any custom fields for review before import.

Sage HRMS uses positions as the structural layer for job titles, grade levels, and pay ranges. We export the position table alongside employee assignments and re-create the position hierarchy in the destination.

Organizational units are defined in a chart-of-accounts-style structure. We extract the full department tree and re-create it in the target, preserving cost-center assignments used in payroll allocations.

Pay Groups define pay frequency, deduction priorities, and tax jurisdiction. We extract all Pay Group configurations so payroll rules transfer intact to the destination system.

Historical earnings, deductions, and tax withholdings are stored across multiple fiscal-year tables. We extract the last 2–3 fiscal years by default and map pay stub line items to the destination's payroll schema, which varies significantly between HRMS platforms.

Benefit enrollments, carrier assignments, and coverage tiers are configurable per employee. We export plan definitions and active enrollments, then map them to the target HRMS benefit module, noting any plan types that have no direct equivalent.

Accrual rules and current balances are stored per employee. Sage HRMS calculates accruals internally using policy tables. We extract balances as of the migration date and seed the destination with opening balances; the destination must independently re-apply accrual rules.

Federal, state, and local tax codes and rates are maintained in Sage HRMS. We export the full tax code table so the destination can load equivalent codes for payroll tax calculation continuity.

Documents such as I-9s, W-4s, and offer letters are stored as file attachments in Sage HRMS. We export these as a file bundle keyed by employee ID and deliver them alongside the data migration for manual re-attachment in the destination HRMS.

Review templates, ratings, and narrative responses are stored in Sage HRMS. The schema varies by configuration. We extract available review data and map it to the destination's performance module, noting where template structures differ.

Job requisitions, candidate profiles, and application status are tracked if the ATS module is active. We extract active and recent candidate records and map them to the destination ATS, flagging any custom pipeline stages that require reconfiguration.

ESS allows employees to view pay, request time off, and update personal data. Sage HRMS ties ESS field visibility to custom columns in the HRMS database. These column mappings do not survive a version upgrade without manual re-configuration, which we flag as a separate workstream.

Organizations add custom fields to Employees, Jobs, and other objects. We inventory all custom field definitions and data, then map them to equivalent custom fields in the destination, noting any type mismatches such as picklist values that do not exist in the target.

User accounts and role-based permissions control access to Sage HRMS windows and reports. During database-restore migrations between versions, permissions frequently reset. We explicitly audit and reproduce user roles as a post-migration verification step.

Federal and state tax agency accounts, filing frequencies, and EINs are configured in Sage HRMS. We export the agency configuration table so the destination HRMS can establish the same tax filing relationships.