Surprising fact: nearly six in ten Saudi firms now plan a Legacy Payroll Migration to modern systems this year, driven by compliance and agility needs.
DynaPay Human Resources & payroll for business central is the solution many choose. It aligns with Saudi rules, offers Arabic/English self-service, and ties HR to finance in one system of record.
The platform brings automatic updates, native mobile access, approval workflows, sandbox testing, and easy API imports. Typical projects move charts of accounts, employees, vendors, open items, and GL history in a 3–6 month timeline.
Why it matters: moving away from siloed on-prem systems removes duplicate entry, reduces end-of-life risk, and enables Power BI reporting and marketplace add-ons to extend capabilities.
Key Takeaways
- DynaPay on business central modernizes payroll and HR with Saudi localization.
- Expect cleaner charts of accounts, centralized employee data, and faster closes.
- Automatic updates, mobile access, and sandbox testing reduce operational risk.
- Typical implementations take 3–6 months and move core GL and open items.
- The change is a finance and HR transformation that improves governance and reporting.
From on‑premise pain to cloud performance in KSA: why the move now
As Saudi operations scale, on‑site enterprise systems reveal costly gaps in updates, approvals, and reporting. IT teams spend time patching servers while finance and HR manage duplicate records and slow reconciliations.
Legacy system constraints: siloed operations, duplicate data, and end‑of‑life risks
Batch reconciliations and separate staff lists create repeated entry and frequent errors. Fragmented approval flows often rely on VPN access, delaying sign‑offs across sites. Aging servers near end‑of‑life add support costs and risk of outages that hurt compliance and audits.
Cloud ERP advantages: automatic updates, mobile access, workflows, and scalability
Automatic updates remove manual patches and deliver new features without downtime. Native mobile approvals and consistent workflows speed decisions across HR, payroll, and finance.
Dimensional charts of accounts in business central simplify reporting and reduce code maintenance. Native APIs and connectors replace brittle desktop imports, cutting dual entry and errors. Sandboxes let teams test payroll cycles and GL movement before go‑live.
Why DynaPay on Dynamics 365 Business Central fits Saudi businesses today
DynaPay on microsoft dynamics 365 ties HR, payroll, and finance into one platform that supports Saudi rules and mobile employee self‑service. The subscription model scales with headcount and storage, avoiding costly hardware refreshes.
These changes translate to measurable gains in efficiency, control, and audit readiness—key priorities for finance and HR leaders in KSA now.
Legacy Payroll Migration, Cloud Payroll Software, Dynamics 365 BC
Evaluators want clear criteria: what to compare, what to test, and how to protect financial data during a system change.
User intent decoded: executives and managers in KSA explore options, scope timelines, and require assurance that data integrity and compliance stay intact.
“A safe migration is one you can test end‑to‑end before cutover.”
Plan content for each decision stage. In evaluation, show feature comparisons and how business central improves reporting and analytics for HR‑finance workflows.
For planning, list scope items: COA, vendors, customers, open transactions, and historical GL balances. Define sandbox success criteria and sign‑off steps.
User intent to execution
During execution, use runbooks for data mapping, approvals, and GL movement checks. Integrations and APIs eliminate dual entry between HR and finance and secure accurate postings.
- Roles: finance controller, HR leader, and IT.
- Artifacts: data inventories, environment readiness, test scripts.
- Outcomes: auditable reporting and reduced deployment risk.
Position DynaPay on Microsoft ERP as the practical solution that answers research questions, supports sandbox proof, and speeds transactional decisions on business central.
A step‑by‑step plan to migrate from legacy payroll to DynaPay on Business Central
A clear phase plan reduces risk and keeps stakeholders aligned during the switch to DynaPay on business central.
Assess readiness
Inventory your current systems, modules, ISV add-ons, customizations, and data volumes. Identify industry-specific rules that affect configuration and reporting.
Scope and design
Document Saudi payroll requirements, earnings, deductions, leave rules, and integrations with time and banking. Define GL dimensions and reporting needs before build.
Build and configure
Set up DynaPay HR and payroll within business central: pay cycles, elements, benefit plans, calendars, approval hierarchies, and GL posting groups.
Data migration and mapping
Map chart of accounts, employee masters, vendors, projects, open AP/AR, and chosen historical GL balances (summary or detail). Run cleansing and deduplication with a documented runbook.
Test cycles in sandbox
Rehearse full payroll runs, approvals, and GL postings in a sandbox. Validate reporting and resolve exceptions before final cutover.
Go‑live and stabilization
Use a cutover checklist: freeze windows, final data loads, communications, and contingency steps. Enter hyper care to monitor first runs, reconcile postings, and capture stabilization tasks.
“Anchor governance with weekly status, risk logs, and executive updates to keep the project on track.”
- Project governance: roles, decision register, and weekly status.
- Timeline: pragmatic sequencing—build, data, testing, training (typically 3–6 months).
- Integrations: prefer native APIs to reduce dual entry and speed reconciliation.
For a quick checklist of modern HR capabilities and integrations, review this top HR software features guide to align requirements with your project plan.
Data strategy for KSA payroll: what to bring, what to archive, how to validate
Deciding what to bring, archive, or summarize shapes how fast and accurate go‑live will be. Start with a prioritized inventory so teams know which records must land in the new system first.
Core datsets to migrate
Define core datasets for KSA implementations: employee master records, vendors for benefits and statutory suppliers, project or cost center lists, and a chart of accounts aligned to Business Central dimensions.
History: summary or detail?
Choose history by value: import summarized GL balances for speed and cost savings, or load detailed history where management or regulatory reporting needs granular payroll analytics.
Quality gates and validation
Use sandbox runs to validate imports. Implement pre/post reconciliations, trial balances, and variance checks tied to payroll periods.
- Standardize codes and employee attributes for accurate posting profiles.
- Use Business Central and DynaPay import templates to reduce manual errors.
- Keep audit trails and a clear archival policy for detailed history.
Document decisions in a data playbook that covers retention, reconciliation steps, and ownership. For deeper implementation benefits and ROI, review this overview of DynaPay on Business Central.
Integrations that matter: DynaPay, Dynamics 365 Business Central, and connected apps
A connected ecosystem ensures hires, time entries, and approvals flow into the ledger without manual steps. This pattern cuts mistakes and speeds month‑end close by automating the handoffs between HR and finance.
APIs and native connectors
APIs and native connectors synchronize master data and time sources with business central. Employee updates, benefits changes, and time records move automatically to avoid dual entry and reconcile faster.
Approvals and workflows
End‑to‑end automation links onboarding to pay calculation and GL posting. Role‑based tasks and mobile sign‑offs keep approvals timely and auditable.
Reporting fabric and GL delivery
Post‑pay runs, precise GL movement posts cost, liabilities, and payments to the right accounts and dimensions. Power BI and mobile dashboards surface KPIs for controllers and HR leaders.
Marketplace add‑ons and support
The marketplace provides vetted add‑ons for scheduling, time, and document flows so teams avoid heavy customization. Security and monitoring follow Microsoft dynamics standards with integration logs, alerts, and fallbacks.
“Design integrations for testable flows: simulate hires, runs, and postings in a sandbox before cutover.”
- Sync pattern: DynaPay captures HR events, syncs master data, posts GL entries with dimensions.
- Test guidance: validate flows, capture logs, and confirm approvals behave as designed in sandbox.
- Operational benefit: fewer errors, faster closes, and stronger audit trails.
For sector-specific integration patterns, see our guide on manufacturing and distribution to align systems and reporting.
KSA localization: payroll, HR, and compliance considerations
Saudi entities need HR processes that reflect local law, bilingual access, and tight audit controls.
DynaPay on Business Central embeds those needs into core operations. It supports compliant pay calculations, document flows, and manager approvals while keeping employee self-service simple and bilingual.
Employee self‑service and timekeeping to reduce HR tickets
Employee self-service gives staff secure access to payslips, leave balances, and time entry via web or mobile. This reduces routine HR tickets and speeds responses.
Time capture integrates directly to payroll runs and GL postings. Role-based approvals and mobile capture keep labor costs accurate and auditable.
Tax, benefits, and document workflows aligned to Saudi operations
Key Saudi-specific elements are built in: compliant tax and benefit logic, document templates, and audit trails.
- Compliant calculations and reporting for local requirements.
- Bilingual templates for offers, contracts, and payslips.
- Workflow-driven document management with approval hierarchies.
- Segregation of duties and detailed audit logs for governance.
- Data validation and exception alerts for missing bank or ID details.
Managers and HR gain visibility through dashboards that surface exceptions, KPIs, and payroll status. DynaPay leverages Business Central security and support to ensure continuity during critical pay cycles.
“Localization is integral — not an afterthought — to deliver compliant, bilingual HR and payroll operations.”
Timeline, change management, and success metrics
Start with a pragmatic timetable that respects pay cycles and banking cutoffs to avoid disruption. A focused schedule helps teams allocate the right resources and keeps the project on track.
Typical duration and critical dependencies
Expect 3–6 months from readiness to go‑live for a standard ERP and payroll implementation. Simple setups land near three months; complex integrations and add‑ons push toward six.
- Readiness & design: stakeholder alignment, data mapping, and environment setup.
- Build & migration: configuration, imports, and third‑party integration tests.
- Sandbox testing & training: full cycle rehearsals, user training, and sign‑offs.
- Cutover & stabilization: final syncs, go‑live, and hypercare.
Critical dependencies include executive availability, data readiness, banking and third‑party connectors, and timely vendor support.
Change enablement and metrics to measure success
Use role‑based training for finance, HR, and managers. Stage feature enablement to reduce friction and build user confidence.
- Success metrics: run accuracy, reduced cycle time, fewer tickets, faster reporting, and higher user satisfaction.
- Track benefits with dashboards for KPIs, variance analytics, and audit logs.
- Manage updates and scalability via controlled release windows and sandbox regression testing.
“Keep a tight governance cadence: weekly checkpoints, clear roles, and rapid feedback loops.”
Assign a core team across HR, finance, and IT with clear roles and checkpoints. This governance preserves efficiency, supports business processes, and builds operational resilience during peak pay periods.
For a quick read on why modern payroll and ERP approaches matter in the region, see our 3 key benefits.
Conclusion
A unified platform reduces risk, speeds approvals, and puts timely analytics in leaders’ hands.
Those are the core reasons KSA businesses are moving now: retiring aging systems, removing duplicate work, and gaining agility with DynaPay on Business Central. A single solution streamlines pay processes, tightens controls, and delivers clear information for finance and HR.
Employee and manager experience improves through self-service, mobile approvals, and transparent workflows. The rollout follows a proven process — assess, design, build, migrate, test, and stabilize — backed by governance and support.
To evaluate fit and commercial impact on sales and margins, run sandbox proofs and engage stakeholders. Start a readiness assessment today and see how DynaPay on modern pay solutions can scale your business with confidence.
Dynamics Business Solutions (DBS) is certified Microsoft Dynamics partner in UAE; we take pride in our ability to develop and deploy the right business solution that matches global client’s requirements. DBS has developed in-house state-of-the-art solutions for HR and Payroll, Dynamo and DynaPay on top of Microsoft Dynamics 365 FO and Business Central respectively. These solutions cater to all business needs of HR and Payroll departments. We provide best services and support to our clients.
To know more, speak to our expert at Riyadh: +966 595071619 Dubai: +971 4 447 5525 Jeddah: +966 508162072 or inbox us your query at ask@dbsksa.com OR visit www.dbsksa.com
FAQ
Why are so many Saudi companies moving from on‑prem payroll systems to DynaPay on Microsoft Dynamics 365 Business Central?
Many firms face manual processes, data silos, and end‑of‑life systems that increase risk and cost. DynaPay on Microsoft Dynamics 365 Business Central delivers unified HR and finance records, automatic updates, mobile access, and scalable workflows that reduce errors, speed reporting, and support Saudi regulatory needs.
How does moving to cloud ERP improve payroll and HR operations?
A cloud ERP centralizes employee, vendor, and chart of accounts data, streamlines approvals and time capture, and automates journal posting to the general ledger. This lowers duplicate entry, improves audit trails, and enables near real‑time analytics and mobile self‑service for staff.
What initial assessments should a company perform before switching to DynaPay?
Start with an environment review: identify current modules, customizations, third‑party add‑ons, and integration points. Map payroll processes, compliance requirements, and data quality gaps so scope, timelines, and risks are clear before design and configuration.
Which datasets must be migrated, and what can be archived?
Core datasets include employees, vendors, projects, and chart of accounts. For historical records, decide between a summarized or detailed approach for GL and payroll reporting. Archive old payroll files where practical, keeping reconciliations and audit trails accessible for compliance.
How do you ensure data integrity during migration?
Use well‑defined mapping, reconciliation gates, and audit trails. Run trial loads in a sandbox, perform variance checks against legacy reports, and validate balances before cutover. Include stakeholders from finance and HR in sign‑off cycles to reduce go‑live surprises.
What integration options exist between DynaPay, Business Central, and other apps?
Integrations use APIs and native connectors to sync HR, time, and finance data and eliminate dual entry. You can extend reporting with Power BI, enable mobile access for approvals, and adopt marketplace add‑ons where needed instead of custom on‑prem tools.
How are approvals and workflows handled after implementation?
Business Central supports configurable approval flows from hire to GL posting. Workflows automate routing for timesheets, leave, and expense approvals, reducing HR tickets and ensuring consistent control over payroll changes and journal movements.
What localization considerations are critical for Saudi operations?
Ensure compliance with Saudi tax, benefits, and document workflows, and support Arabic language and local payroll rules. Employee self‑service and timekeeping should align with local labor regulations and reporting requirements to reduce administrative burden.
How long does a typical implementation take and what affects timelines?
Duration depends on scope, data complexity, customizations, and third‑party integrations. Small projects can be completed in weeks, while larger transformations with extensive data cleansing and ISV integrations often take several months. Clear project governance and change management speed delivery.
What testing and validation steps are recommended before go‑live?
Conduct iterative test cycles in a sandbox for process rehearsals, approvals, and reporting validation. Include payroll runs, GL postings, and reconciliations. Use sign‑off checklists and a cutover rehearsal to ensure a smooth transition at go‑live.
What level of post‑go‑live support should companies expect?
Expect a hypercare period with dedicated resources to address issues, stabilize processes, and optimize configurations. Ongoing support includes updates, user training, and periodic reviews to align the solution with changing business needs and compliance updates.
How does the solution improve reporting and analytics for finance teams?
Integration with Power BI and built‑in reporting delivers consolidated views of payroll and finance, enables mobile dashboards, and improves GL movement delivery. Teams gain faster access to variance analysis, workforce costs, and compliance reports.
