Position Management

It's central to everything we do and spans across all of our solutions.

Explore Position Management in an Entirely New Way

Leading brands across multiple industries power their accounting and HR teams with SyncHR. Our software helps them manage day-to-day organizational changes without the headache.

Unlike competitor Position Management or Position Control solutions, our unique system architecture distinguishes between 'People' and 'Position'.

Meaning, as your employees get promoted, have kids, retire and move on, your critical position documentation stays static — requiring you little to no rework. So stop chasing the ever changing lives of your people and start proactively managing positions.

Learn why a position-based HR planning, reporting, and management improves HR efficiency.

Key Benefits

One Interface for finance & HR

Financial and Staff plans are managed in the same system as your recruiting and HR functions, allowing teams to work together with integrated data and strategies.

Position records stay when people leave

Budgeted staff plans are always referenceable against actual staffing levels. Other systems lose this data as people leave, because all data is linked to a person's record.

Run real-time, accurate data & reports

Leadership meetings are a breeze with reports that can be completed in minutes. There’s no need to export to excel and run a fire drill with your finance and HR teams.

Past, present and future visibility

SyncHR uses an ‘effective date’ tied to events for both ‘Position’ and ‘Person’ records, allowing visibility into the past vs today and today vs. the future.

Efficiency and cost savings

When an employee leaves and a new one is hired, the new employee inherits ‘Position’ attributes. This automation creates multiple team efficiencies and cost savings.

Staff & Financial Planning (Budget vs. Actual)

Each ‘Position’ and ‘Person’ record has dates associated with their start, end and events in between meaning you can easily run reports on your annual plans vs. present actuals.

PMS Testimonial

“SyncHR gives us the ultimate control over every little detail of our operation. It automates many tasks that used to take us hours to do by hand. Most importantly, it’s a centralized single source of truth that gives us the real-time visibility into our business that we never had in the past.”



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Sylvia, an HR Manager for her company, is informed that the CFO has published their annual staffing plan based on the budget. She uses the interactive organization chart to add unoccupied positions, including title, budgeted salary, state location etc. She then posts Q1 positions to SyncRecruit.
John, the VP of Sales works with Sylvia to interview and recruit 4 new People to fill the 4 new Positions based on the staffing plan.
Sylvia runs through her company’s onboarding process by creating 4 new ‘People’ profiles in the system to reflect personal attributes associated with each new employee. She then assigns the ‘People’ profiles to their respective ‘Positions’ on John’s team adding their start date.
AUG 25
Six months later, John’s Sales Development Representative (SDR) notifies him of her need for medical leave with an effective date of Aug 31. She will be out for 3 months.
AUG 31
Sylvia ensures that this event is tracked appropriately in SyncHR and updates the SDR’s status to On-Leave for 3 months. The payroll department is automatically notified of the status change. They don’t have to do anything else, as the status change affects payroll as well.
Unfortunately, John’s SDR decides not to return to work after her medical leave and her last day will be next week.
NOV 15
Sylvia follows her company’s termination procedure and reflects an unoccupied SDR position on John’s team so that he can begin seeking a new candidate who will inherit the same position with attributes pre-populated.


DEC 15
Elliot is preparing for next week's Q4 board meeting and needs to develop presentation slides to report on various organizational analysis: Compensation Budget vs Actual, Turnover Data, and Days To Fill data. He reaches out to his HR manager to get the data.
DEC 15
Sylvia (HR manager) logs into SyncHR generates the dashboards and exports the data as a CSV and graph to email to Elliot.
DEC 15
Elliot doesn’t have time between meetings to create presentation slides so he requests that Sylvia create the slides for him.
DEC 15
Sylvia goes to SyncHR and exports the dashboards as a .ppt file - creates the slides no problem!
DEC 16
Within a very short period of time, Elliot was able to get full staffing visibility, and be fully prepared for his meeting. In other systems, he would have encountered the following: Data that is out of sync or outdated; working with multiple systems (or spreadsheets!) to get budgeted data from one system and People data from another; not having enough time to coordinate the data.


OCT 21
Bill, the Director of Finance, has been tasked with putting together the annual payroll budget. He logs into SyncHR and runs his ‘Current vs Last Year’ payroll expense dashboard to understand his expenses.
OCT 25
Bill meets with Elliot (Executive Leader) and Sylvia (HR Manager) to review the staffing plan for next year.
OCT 27
Sylvia updates the staffing plan in SyncHR to add all new budgeted positions for the following year.
Bill is able to run the budget for next year (including all unoccupied positions) by using the data in SyncHR and updates the finance team. The budget is approved.
MAR 17
Bill learns of an office closure and acquisition in the next quarter. The new information is entered immediately with the appropriate future dates and Bill is able to adjust the budget for the rest of the year and still report on the current payroll expenses. No need to wait until the events happen to make the entries.

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SyncHR Platform Overview

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