01
Org chart that isn't terrible
Drag-to-restructure, reporting lines, dotted-line reports, skip-level view. Exports to PDF for board decks. Auto-updates when roles change.
Module · HRIS
The HR system your clients actually use.
A mid-market employer shouldn't need four tools to do HR: BambooHR for records, Gusto for payroll, DocuSign for signatures, an email thread for PTO. Atlas HRIS covers the first, hands off cleanly to the second, replaces the third, and kills the fourth — all white-labeled to your agency and sharing one employee directory with Ben Admin.
Pick your rail
Velora productHelloHR
Or plug inBambooHR · Rippling HRIS · ADP Workforce Now · Paylocity
HelloHR is the Velora right-sized HRIS that shares a single employee directory with HelloBen natively. If your clients already live in BambooHR, Rippling, ADP, or Paylocity, Atlas's HRIS-adapter layer is designed to treat those as drop-in providers behind the same schema — you don't have to rip and replace to get Atlas's benefit-side visibility.
What HRIS does
Enough HR. Not too much HR.
Employee records
Name, role, department, manager, comp, dependents, docs, emergency contacts, I-9 + W-4. Custom fields. Org chart. Everything a 10–500 person employer needs — nothing more.
PTO, sick, FMLA
Accrual policies, balance tracking, request/approve flows, carry-over rules, blackout dates. FMLA exhaustion timeline. ADA-compliant request handling. Audit log on every balance change.
Onboarding & offboarding
Day-one task lists per role. Doc signing (I-9, NDA, handbook ack). Offboarding checklist with asset recovery, COBRA hand-off to Atlas's COBRA module, final-paycheck calc inputs.
Capabilities
What's actually in the box.
02
PTO with the edge cases covered
Accrual by tenure tiers, negative balances with approval, unlimited PTO reporting, holiday calendar by location, half-day and hourly increments.
Default + custom policy editor
03
Document vault
Handbooks, I-9s, NDAs, performance reviews, disciplinary records. Field-level encryption on sensitive docs. Role-based access (employee sees own, manager sees direct reports, HR sees all).
04
Offboarding that hands off cleanly
Termination date triggers COBRA initiation (Atlas COBRA module), benefits termination via Ben Admin EDI, final-paycheck summary for payroll. Nothing falls between seats.
05
Reporting without BI licenses
Headcount by department, comp band, tenure, location. Turnover cohort analysis. Open roles vs. fills. CSV export and scheduled email report.
Built-in report library + custom builder
06
Directly feeds ben admin + payroll
HRIS is the employee directory of record. Ben Admin reads from it. Payroll (Gusto, Rippling, QuickBooks) pulls from it via export or webhook. No duplicate data entry.
Within Atlas
HRIS is the spine everything else reads from.
Atlas HRISis the employee directory of record. Ben Admin enrolls from it. EDI ships it to carriers. Billing reconciles against it. COBRA triggers off its termination events. Your clients’ HR admin gets a real HR tool. You get the fact that when an EE’s address changes in HRIS, every other module updates in the same transaction.
- Ben AdminReads this directory
- EDIEnrollment events shipped here
- Billing ReconHeadcount verified against bills
- Broker CompLives-under-management per book
50–70%
HR-software spend reduction
Modeled software-spend reduction for a 100-EE client moving from ADP Workforce Now + Paychex ancillary tools to Atlas HRIS paired with a payroll-specialist (Gusto / Rippling). Savings come from retiring 3–4 overlapping vendors, not from cheaper unit pricing. Reference clients launching Q2 2026.
Pilot-phase benchmark· Reference customers launching Q2 2026 · ask for a reference call
FAQ
Questions brokers actually ask.
Is this a full HRIS like Workday or BambooHR?
It’s closer to BambooHR than to Workday. If your client has 10–500 EEs and wants an HR system that a non-specialist HR admin can run on day one, this is for them. If they have 10,000 EEs and a full HRBP org, they need something bigger — we’ll tell you.
Does it do payroll?
No. We integrate with Gusto, Rippling, and QuickBooks Payroll. Payroll is a deep, regulated surface that deserves a specialist tool — we pull the feeds they need from HRIS, we don’t compete with them.
Can our clients' employees self-serve?
Yes. Employees get a portal: view pay stub links (pulled from payroll vendor), update address / bank info / emergency contacts, request PTO, access the handbook, acknowledge policies. Mobile-first.
What about state/federal compliance (EEO-1, OSHA, ACA)?
ACA 1094-C / 1095-C generation ships today via Atlas’s ACA engine (XML-formatted, IRS-spec, populated from census). Compliance deadline tracking and BAA management ship in the compliance module. EEO-1 and OSHA 300 / 300A / 301 recordkeeping are on the roadmap rather than shipped today.
Can we migrate from BambooHR / Rippling / Paylocity?
Yes. We import CSVs from every major HRIS. Historical PTO balances, active benefit elections, emergency contacts, direct-deposit info (if exported), and docs transfer. Typical migration is 3–5 business days per client depending on doc volume.
Can we white-label it?
Yes. Your agency’s logo, domain, color. Employees and HR admins see your brand, not ours. Same as Ben Admin.
Turn one client on.
HRIS is per-client. Pick your easiest active book, migrate them in a week, use them as your reference. Then roll it across your agency.