Purpose
This guide helps you assess whether you are ready to set up an integration between your HR system and/or payroll system and Sysarb, and which integration path is right for you. It is designed to be used independently or together with your Sysarb customer success contact.
Part 1 — Is integration right for you?
Before assessing technical readiness, it is worth considering whether setting up an integration makes sense for your organisation right now. Integration requires an upfront investment of time and technical resources — and the return on that investment depends on how you use Sysarb and how your organisation operates.
Consider integration if:
Your organisation is large (typically 200+ employees): manual imports become time-consuming and error-prone at scale
Your organisation is frequently changing: high staff turnover, regular org restructuring, or frequent salary changes mean manual imports quickly fall out of date
You run regular salary reviews or continuous analysis and need data to be current throughout the year
You use or plan to use Involve or Pay Management: these rely on up-to-date data and lose value quickly if data is stale
You use external job architecture (JA): if your job profiles, job families, and similar fields are maintained in your HR system rather than in Sysarb, an integration ensures new hires and role changes are automatically reflected in Sysarb without manual grouping
Manual import may be sufficient if:
You primarily use Sysarb for an annual pay equity audit: a once-a-year manual import is often enough
Your organisation is small and relatively stable: few employees, low turnover, infrequent org changes
Not sure? Your Sysarb customer success contact can help you assess what makes sense based on how you plan to use the platform.
Note: There is no conflict between starting an integration setup and uploading a manual file in the meantime. If you want to get started exploring Sysarb while the integration is being configured, you can upload a manual file via File import to get data into the system straight away. If you do, make sure the unique employee IDs in the file match those that will be used in the integration. This ensures data is handled correctly and reduces the risk of duplicates or mismatches when the integration goes live.
Technical readiness
If you have decided that integration is right for you, work through the questions below. If you answer No to any question, read the guidance before proceeding.
1. Do you have a clear picture of which employee data you want to sync to Sysarb?
Yes → Continue to question 2
No → Generate your personalised salary file template in Sysarb to get a clear picture of which fields are relevant for your setup. In Sysarb, navigate to Import Data → File import → Preferences, select the modules you plan to work with, and download your template from the Choose salary file screen. The template will show which fields are required and recommended based on your choices. Your customer success contact can help you decide which modules and fields are relevant if you are unsure.
2. Is the data you need available and maintained in your HR system?
Yes → Continue to question 3
No / Partially → Consider whether a supplementary integration from a second source is needed — for example, salary data from a payroll system and employee data from an HRIS. This will be explored further in Part 2. If data quality is the issue, address this in your HR system before proceeding.
Note: Sysarb imports data as-is — the platform does not transform, merge, or clean data during import. If your data requires conversion, calculation, or consolidation from multiple sources before import, this needs to be handled on your side in advance, for example through a script or a custom export configuration in your HR system.
3. Do you have access to an HR system administrator, or IT support, who can assist with the technical setup?
Yes → Continue to question 4
No → Identify who on your side can own the technical aspects of setup before proceeding. Depending on the integration path, this may involve configuring API access, scheduled exports, or working with your HRIS vendor.
✅ If you answered Yes to all of the above — you are ready to proceed to Part 2.
Part 2 — Which integration path is right for you?
Sysarb supports three ways of automatically syncing data from your HR system. The table below gives a brief overview of each — the questions that follow will help you identify which is possible and suitable for your setup.
Direct API integration | A dedicated integration built and maintained between your HR system vendor and Sysarb. | Customers using Visma, Agda, FourHuman, or Fortnox |
Kombo | Connects to your HRIS via its native API, using Kombo as middleware. You authorise the connection in Sysarb. | Systems supported by Kombo where you can approve a third-party data processor |
SFTP | Your HRIS exports a scheduled file that Sysarb picks up and imports automatically. | Any system that can generate a scheduled CSV/JSON export |
Answer the questions below to find your recommended path.
1. Does your HR system have an existing direct API integration with Sysarb?
The following systems have a dedicated integration: Visma, Agda, FourHuman, and Fortnox.
Yes → Direct API integration is likely your path. Contact Sysarb to initiate setup — see the Direct API Integration Setup Guide.
No → Continue to question 2
2. Can you find your HR system in Kombo's list of supported integrations?
Search for your system here: https://www.kombo.dev/integrations
Yes → Continue to question 3
No → Skip to question 4
Note on job architecture (JA): If you use external JA — where job profiles, job families, and similar fields are maintained in your HR system — make sure these fields are available in the data your integration will deliver to Sysarb. This is what enables new hires and role changes to be reflected automatically. If you use Sysarb's own JA, some manual grouping in Sysarb will still be required even with an integration in place.
3. Can your organisation approve the use of Kombo as a third-party data processor?
As Kombo is a third-party service, your organisation may need to assess them as a vendor before proceeding. Their Trust Center covers security certifications, GDPR compliance, and data handling: https://security.kombo.dev/
Yes → Kombo is your recommended path. Proceed to the Kombo Integration Setup Guide.
No / Under review → Continue to question 4
4. Can your HR system generate a scheduled export of employee data as a CSV or JSON file?
Yes → SFTP is your path. Proceed to the SFTP Integration Setup Guide.
No → Contact Sysarb support to discuss options. Manual file import may be the right starting point.
Not sure which path is right for you, or want input before committing to a path? Contact Sysarb support at [email protected] or speak with your customer success contact.