WHY PULSENET365

HR for companies that run on Business Central.

Not another HR system to sync. PulseNet365 puts hiring, leave, time, reviews and expenses on the Microsoft platform your finance team already trusts, with one employee record from first application to last day.

Digital personnel file. Illustrative screen with sample data.

YOUR OPTIONS

Three ways to run HR when you are on Business Central.

Each works. They differ in how much you re-key, sync and reconcile.

Built-in Business Central HR

Good for the basics.

Employee records and qualifications

Absence registration

No recruitment, reviews, learning or self-service workflows

A standalone HR app

Broad, but somewhere else.

A second employee database

Connectors or exports to keep in sync

Separate logins, permissions and reports

PulseNet365

Broad, and where your finance lives.

STRAIGHT TALK

What we do, and what we don't.

Knowing the limits up front saves everyone a meeting.

We do

We don't

BUILT ON MICROSOFT

Works with the Microsoft tools your teams already use.

Dynamics 365 Business Central

Microsoft Azure

Power Automate

Power BI

Power Apps

Microsoft Teams

Outlook

Excel

Microsoft product names and logos are trademarks of Microsoft Corporation, shown to identify compatible products.

WHO YOU'LL WORK WITH

A Microsoft partner that answers the phone.

Alphavima Technologies is a Microsoft Solutions Partner and ISV with more than 20 years in IT services and offices in Canada, the United States, the United Kingdom, India and the UAE.

Neelima Dheer

Global Head, ERP Products & Services

Ask about: Product & delivery

David Dhanoa

VP of Sales

Ask about: Sales & partners

Akhilesh Mittal

Chief Technology Officer

Ask about: Technology

Vishal Shrivastava

Head of Product & Growth

Ask about: Product & growth

Microsoft Solutions Partner

ISO 27001 certified

ISO 9001:2015 certified

IAMCP member

BUYER'S CHECKLIST

Seven questions for any HR vendor when you run Business Central

Ask every vendor the same questions, PulseNet365 included, and notice where the answers get vague.

Where does the employee record live?

One record, or a copy in each system kept in step by a sync? With copies, ask who decides which one is right when they disagree.

Who fixes a failed sync?

And how would you find out it had failed? If the answer is a log nobody reads, the first sign may be a wrong figure in payroll.

Show a claim reaching finance

Ask to see an expense claim go from submission to finance, live. Watch for any step where someone downloads or uploads a file.

What does the AI do alone?

Ask exactly which actions it completes without a person. In PulseNet365 the answer is none: the assistant files requests and people approve them.

Where does payroll responsibility end?

PulseNet365 prepares payroll-ready data. Your payroll provider calculates pay and files payroll taxes. Any vendor should draw that line just as clearly.

Can we start with two modules?

Ask what it takes to start small and add later, and whether each new module means new integration work. On one record, it should not.

Who answers after go-live?

Ask who picks up when something breaks, and whether it is the same team that configured it. Alphavima handles deployment, configuration and training, and support continues at your plan’s level.

THE HIDDEN COST

What re-keying really costs, before anyone counts it

Re-keying rarely appears in a budget because each copy takes minutes. The cost shows up elsewhere: in hours of checking before payroll cut-off, in errors found at month-end, and in the time lost working out which system holds the right number.

There are quieter costs too. Approved data waits for someone to type it, so reimbursements and the month-end close wait with it. The link between an approval and a figure disappears, so “where did this number come from?” has no good answer. And the process often lives in one person’s head, which becomes a problem the week they are on leave.

A useful first step is to list every place people data is copied by hand in a normal month, with who does it and how often. The list matters more than a total.

Why HR data belongs on Business Central explains the alternative →

Payroll export. Illustrative screen with sample data.

PHASED ROLLOUT

How a phased rollout works in practice

Switching on twelve modules at once looks efficient on a plan. Phases are slower on paper and quicker in reality.

STEP 01

Prepare the foundations

Name an HR owner for each module, plus contacts in finance and IT. Clean job titles, departments and reporting lines, and write down leave types and approval rules.

STEP 02

Start where it hurts

Switch on two or three modules first. Records, Self-Service and Leave & Absence are a common start, because every employee touches them and they test approval routes early.

STEP 03

Retire the spreadsheet

Agree what finished looks like for the phase, for example every manager has approved a request and the leave spreadsheet is closed. If it is still in use, find out why.

STEP 04

Add the next modules

Bring in time, expenses and payroll preparation, then hiring, onboarding and reviews, timed to your own calendar. Each module uses the same record, so no new integration.

STEP 05

Review and adjust

After each phase, ask module owners what is used as intended, what is being worked around and which reports leaders actually read.

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See how it would work in your organisation.

A 30-minute walkthrough of the modules that matter to you, on Business Central, with a written quote after.