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HRIS stands for Human Resources Information System. It is the system of record for employee data: contracts, documents, org structure, lifecycle events (joiners, movers, leavers), time off and core reporting. HR software is a broader term that can also include hiring, learning, performance and wellbeing — most modern HR platforms include HRIS at their core.

Yes. Plumm can act as the HRIS by managing employee records, documents, contracts, org chart, lifecycle workflows, time off, reporting and role-based access — alongside hiring, learning, performance and employee wellbeing in the same platform. For most UK SMEs Plumm is enough to replace a standalone HRIS.

For most UK SMEs and mid-market teams, yes. Plumm covers the core HRIS responsibilities (records, documents, workflows, reporting, permissions) and connects them to the rest of the people lifecycle. Very large enterprises with complex multi-entity, multi-country payroll and bespoke compliance may still operate a dedicated HRIS in parallel.

Employee records, contracts and documents, org chart, lifecycle workflows for joiners, movers and leavers, time off, letters and e-sign, role-based permissions, reporting and audit trails. These sit alongside hiring, onboarding, learning, performance and wellbeing — so the HRIS data drives the rest of the platform automatically.

When the rest of the people stack is fragmented — separate hiring tool, separate learning tool, separate performance tool, separate engagement tool. A standalone HRIS gives you the record but not the workflows around it. A connected HR platform like Plumm gives you the same HRIS plus the surrounding modules without integration overhead.

Plumm uses role-based access control so managers, HR admins, finance and employees only see what they should. Sensitive data (contracts, salary, wellbeing usage) is protected by permission rules and audit logged. Specific certifications, data residency and security controls should be confirmed with the Plumm team during procurement.