PeopleFluent Compensation
PeopleFluent — Enterprise Workforce Software to Drive Real Results
PeopleFluent provides configurable enterprise talent management and learning solutions—including compensation management, performance and succession, a compliance-focused LMS, and org charting—to help organizations, especially in regulated industries, build high-performing, compliant, and future-ready workforces.
Security & Compliance
Security and privacy are top priorities.
Security Features
Certifications
- SSAE‑18 SOC 2 (auditiert)
- ISO/IEC 27001 (Status lt. Listing: in Arbeit/‘In progress’)
- ISO 27001
- SOC 2
- SOC 2 Type 2
Data & Hosting
Data residency
Primarily UK-based hosting (according to G-Cloud specifications).
Hosting
Native product MFA is not provided; it can be enforced via SAML SSO through the customer's IdP.
Retention & deletion
Customers retain ownership of their data; deletion or export can be performed at any time. Standard data disposal occurs within 30 days after the contract ends; offline backups (encrypted tapes) are destroyed or overwritten after 13 months. System logs are typically retained for 1–6 months.
GDPR/DPA: PeopleFluent provides GDPR functionality and a DPA upon request; certification status may vary by region or service.
Feature Scope
Security, compliance, and integrations details explicitly mentioned: role-based visibility, central & secure environment, pay-equity/audit response.
- Total rewards planning: Design, model, and manage salary, bonus, incentives, benefits, stock, and overall total compensation programs with visibility into budget impact and business outcomes.
- Configurability at enterprise scale: Unlimited plan designs, measures, statements, and worksheets; user-defined fields at plan and reward-cycle level; multi-layer scripting logic for complex calculations; admin-definable approval hierarchies and planning structures suitable for matrixed organizations.
- Role-based visibility and workflows: Standard direct manager approvals; configurable workflows for annual and off-cycle scenarios; starting templates for salary, bonus, stock, and total compensation to accelerate setup.
- Analytics and reporting: Out-of-the-box report templates (including employee data sourcing, formulas, proration); compensation statements from best-practice templates to fully customized; actionable insights such as compa-ratios, pay equity indicators, and gaps impacting retention or succession.
- Pay equity: Built-in analytics to proactively detect and address potential pay disparities; supports quick responses to audits and information requests.
- Scenario modeling: Model multiple what-if scenarios (e.g., salary guidelines, budget % changes) and review by budget group, country, location, department; update incentive goal attainment and see payout impacts with rating/proration rules.
- Central & secure operations: Centralized, secure environment to streamline global programs and eliminate manual spreadsheets/workarounds.
- Communication and enablement: Tools to communicate pay and benefits clearly; ability to integrate training assets (videos, presentations, documents) into compensation dashboards for manager enablement.
- Consultative partnership: Access to in-house professionals with deep domain experience; close collaboration with Support, Operations, and Engineering to address requirements quickly.
- Integrations/data: Reporting and statements source from employee data.
Security hints: Claims: centralized and secure environment; role-based visibility.
Compliance hints: Mentions pay equity analytics and audit responsiveness.
Implementation hints: Consultative partnership with in-house professionals and best-practice starting templates for plans and reward cycles. Timeline, onboarding steps, and migration specifics not provided.
Support hints: References to Customer Support and Services & Training sections and close collaboration with Support/Operations/Engineering.
Integration hints: Indicates reporting draws from employee data; supports embedding training content (videos, presentations, documents) in manager dashboards.
Features at a Glance
Compensation
- Comp cycles
Core HR
- Workflows
- Roles & permissions
- Manager self-service
- Multi-country
Administration
- Custom fields
- Audit trail
Analytics
- Dashboards
- Custom reports
Security & IT
- RBAC
- SSO/SAML
- MFA
- Audit logs
- Data residency region
Data & API
- Data export
Integrations
- Slack integration
- MS Teams integration
Mobile
- Responsive UI
Compliance
- GDPR
- DPA available
- SOC 2
Pricing Model
Per user
Procurement is available through the GOV.UK Digital Marketplace (G-Cloud 14), among other channels. Prices vary by configuration, number of users, and services. Available on request.
Implementation
Consulting-style implementation with in-house subject matter experts; starter templates for salary, bonuses, stock, and total compensation speed up setup. Specific onboarding steps, timeline, and data migration: Upon request.
Support
Email/Online‑Ticketing · Phone
SLA: Standard response time: 1 hour during business hours. For Severity 1 (site outage), 24/7: work begins within 15 minutes and a response is provided within 1 hour.
Time zones: Primarily UK/EU business hours; globally for Severity 1.
Customer administrators act as first-level support; issues are escalated to PeopleFluent as needed. Managed Services are available as pre-purchased service credits.
Integrations
HRIS data import/sync (generic)
HRISReporting and statements source from employee data.
Embedded training assets
OtherSupports embedding videos, presentations, and documents in compensation dashboards for manager enablement.