Sage HRMS solves complex challenges in HR and Payroll with integrated payroll, benefits, recruiting, employee self-service, and reporting capabilities.
Fast, Configurable and Easy-to-Use
A configurable, modular software solution designed for small to midsize organizations that manages employee information, simplifies benefits administration, and meets compliance requirements. It includes custom reporting and import/export capabilities, and can be scaled to meet an organization’s needs for every phase of the employee life cycle.
Track information about employees and contractors through an easy-to-use software interface, web-based forms, and interfaces with other modules, such as Sage Time and Attendance.
Insurance & Savings Benefits
Leave of absence
Job (Primary & Secondary)
Customize menus, processes, and reports to fit your organization’s needs. Add custom fields to capture data that’s important to your organization.
Add functional modules as your organization’s HR needs develop, such as in-house or external payroll support, recruiting and onboarding, database monitoring and alerts, paperless forms, and employee self-service.
Leverage a scalable architecture that’s designed for organizations with 50 to over 10,000 employees.
A multi-level security model ensures data privacy and integrity.
Comprehensive Benefits Administration
Create accurate savings and insurance plans using a step-by-step benefit plan set-up interview. Track any number of plans, define eligibility criteria, and automatically calculate benefit costs. Generate reports on prior benefit elections and plan changes from the current to the following year.
Track paid time off and leave of absences including FMLA leave.
Simplify Government Compliance
Minimize risk of litigation and fines by meeting requirements for compliance reports mandated by state and federal acts and executive orders.
Affordable Care Act (ACA)
Americans with Disabilities Act (ADA)
Civil Rights Act of 1964
Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
Consumer Credit Protection Act (CPCA)
Employee Retirement Income Security Act (ERISA)
Equal Employment Opportunity Act of 1972
Equal Pay Act of 1963
Fair Labor Standards Act (FLSA)
Family and Medical Leave Act (FMLA)
Health Insurance Portability and Accountability Act (HIPAA)
Immigration and Nationality Act (INA)
Occupational Safety and Health Act (OSHA)
Office of Federal Contract Compliance Programs (OFCCP)
Veterans’ Employment and Training Service (VETS)
Build a new form using a step-by-step form building wizard that guides you through the process.
Form fields can be a mixture of:
Sage HRMS fields, including payroll and custom details (excluding benefits)
Questions, with optional scoring and comment areas
User defined fields to capture data not stored in Sage HRMS
Single Point of Truth
Store data in a centralized SQL database. This provides a single point of truth for your organization’s employee data.
Access a complete history of changes made to employee’s job and pay. Audit trails document data changes, including the date of a change, who made the change, and the type of change.
Thousands of business professionals will be gathering at the Georgia World Congress Center in Atlanta from May 9-11 to attend Sage Summit US 2017, the must-attend conference for leadership, inspiration, and learning. We have secured an exclusive $99 rate for our customers. Read about the conference, follow links to the sessions catalog and Sage Summit website, and use the customer link to register. See you there!
There are lots of reasons to move to Sage HRMS. One is the strength of its underlying database platform, Microsoft SQL Server. You probably knew that. But what about things you CAN do in Sage HRMS payroll that you CAN'T do in Abra Suite? Take a look at this list of 10, and make sure you know what's waiting for you when you make the move.
Abra Suite users are moving to Sage HRMS, and for good reasons. One is the powerful, underlying database, Microsoft SQL Server (SQL Server). This infrastructure upgrade alone—from Microsoft Visual FoxPro (FoxPro) to SQL Server—is reason enough to make the move. Learn about three advantages that you can expect when you do.
Sage HRMS starts to show a return on investment at around 25 employees when companies are required by law to generate reports and track compliance data. Also, at a certain point, features of spreadsheets and payroll solutions no longer meet the needs of an organization.
Employees and managers can access Sage Employee Self Service through mobile devices. On the other hand, core Sage HRMS is designed to be a back office solution and is not yet available for access from mobile devices.
Yes. There are several options for allocating the G/L Data can be imported with the employees’ timesheet, distribution codes can be set up for reoccurring allocations or a manual override on the employee’s timecard can be done for one-off allocations.