How Strike Graph Combined Payroll, HR, and Talent to Save Weeks of Manual Work

Strike Graph has a lean HR team and lofty goals, but with a host of disconnected tools that didn’t talk to each other, it needed to streamline time-consuming people processes. They chose Lattice to bring HR, payroll, performance, and compensation into one platform — now, they spend less time on manual work and chasing spreadsheets, and more time supporting employee growth.

The Challenge

• Disconnected systems
• Cumbersome performance and compensation processes
• Heavy lifting for a lean team

With 50 employees and growing complexity, Strike Graph needed to upevel their performance management and reporting capabilities.

Elymi Peralta, Strike Graph’s people and operations generalist, handles HR, operations, and even accounting as part of a mighty team of two. From onboarding new hires to running ad hoc performance reviews and updating employee data manually across payroll and benefits, her team was overrun with manual work. Disconnected platforms meant Elymi was spending hours every week on repetitive tasks and not strategic people work.

The Turning Point: One System, One Source of Truth

We had so many disconnected tools. The idea of having performance, HR data, and payroll all talking to each other — it just clicked.

Originally, Strike Graph came to Lattice looking for performance management. Because they lacked true processes for everything from one-on-ones to performance reviews, they were struggling to get visibility into employee and manager performance when those notes were either absent or scattered across private documents.

Leapsome was an early contender for a performance point solution, but Lattice’s ability to connect HRIS, payroll, and talent stood out — and thanks to Lattice’s Employee Navigator integration, Elymi could automatically connect her employee benefits with payroll, too. That way, Strike Graph was able to easily manage all its HR workflows in one system.

Now, Strike Graph has streamlined onboarding, performance, payroll, and compensation with automated workflows and shared, truly connected processes. Tasks that were once painful and manual, like updating employee benefits information in payroll, and managing promotions and compensation updates, now happen effortlessly. Managers have more visibility, and Elymi has more confidence in her data — and more time to focus on her strategic goals.

The Impact

Payroll isn’t just effortless, it’s powerful. 

It’s everything tied to payroll — like title changes, onboarding, filling out W-4s — that’s seamless in Lattice. And that’s what makes it so much better, and saves so much time.

Running payroll in Lattice may be straightforward, but its real power comes from what happens downstream. From clean onboarding data to automated payroll deductions and compensation updates, every step that used to involve manual entry is now handled automatically — and pushed where it needs to go.

Employee onboarding is back on track.

With onboarding workflows, every task is automated. Every email is automated. I can see the steps, I can see where new hires are in the process, and I can see what they've completed.

Before Elymi started using Lattice, she was managing new hire onboarding with nothing but a Trello checklist. New hires were onboarded, then manually added to separate payroll and benefits platforms, as well as a host of spreadsheets where Strike Graph was managing talent programs. Now, all of that happens automatically: New hires are onboarded and added to payroll, benefits are synced with Employee Navigator, managers are prompted to set up one-on-ones, and everyone is added to the right performance and compensation groups. In Elymi’s words, “It’s smooth sailing.”

Compensation cycles are smoother than ever before. 

Pushing compensation changes to payroll was also seamless — just push the button, run payroll, and it was all great.

Before Lattice, Strike Graph managed compensation changes and promotions with spreadsheets individually for every employee. Any change required a long series of form requests, spreadsheet updates, approval emails, and more data updates before titles and compensation were officially changed and updates hit payroll. 

“It would have taken weeks of back and forth,” says Elymi — but with Lattice, compensation cycles couldn’t be smoother. Budgets are locked, managers are given guidance, and then it’s a straightforward review and adjustment process. 

Once compensation is approved, it’s updated across Lattice with a click of a button — and instantly, pay data is accurate everywhere. There’s no manual rework, and there’s less risk of data entry errors.

The employee experience is supported from start to finish.

I've never dealt with a support team that is so responsive.

Because Elymi handles so much on her own, it was important to her to have a partner on hand to help. With Lattice, Elymi feels supported at every step, from company onboarding to ongoing support requests. And that extends beyond product setup to strategic advice on how to run a great performance cycle.

Because of that, she’s been able to better support Strike Graph’s employees. The internal reception to Lattice has been uniformly positive, and employees and managers alike feel like they have more visibility and transparency into how they’re performing and what’s expected of them. Elymi’s looking forward to leaning into that transparency, and plans to finish implementing Lattice Grow next. 

Elymi has successfully managed a lot of change in a short period of time. What’s her biggest tip for other HR leaders considering rolling out a new HR system? Be transparent and overcommunicate with employees and managers. That way, there are no surprises, and employees feel like they’re participating in the process rather than being inconvenienced by it.