Learn how to implement common integration patterns with the Pave API. These real-world examples demonstrate how organizations are using the API to streamline their compensation workflows.
After compensation teams complete merit cycles in Pave, they need to execute the approved changes in the HRIS system for payroll processing. The API enables you to extract all compensation changes and format them for import into systems like Workday, BambooHR, Oracle, or SAP SuccessFactors.
- Compensation updates: Base salary adjustments, variable compensation targets, currency conversions
- Promotions: Job title changes, level adjustments, department transfers
- One-time payments: Merit bonuses, retention bonuses, spot awards
- Pull data from the API into your HRIS via native integration tools or IPaaS
- Transform to appropriate format
- Validate successful import
Compensation teams use the Pave API to build sophisticated analytics and reporting workflows. By extracting merit cycle data programmatically, you can create custom dashboards, track trends, and provide real-time insights to executives and stakeholders.
Executive dashboards
- Department-level compensation trends
- Promotion rate analysis
- Performance rating distribution
Budget management
- Track spending against allocated budgets
- Identify variance by department
- Flag outliers for review
Equity analysis
- Analyze pay equity across demographics
- Identify compensation gaps
- Track progress toward equity goals
Connect Pave data to your analytics tools:
- BI platforms (Tableau, Looker, PowerBI) for interactive dashboards
- Data warehouses (Snowflake, BigQuery, Redshift) for historical analysis
- Custom reports for board analysis and auditing
With thousands of employee records, manual validation isn't feasible. The API helps you ensure compensation data accuracy with automated quality assurance workflows, enabling you to build checks that catch errors before they impact employees.
Business logic
- Sales roles must have variable compensation
- Promotions require title/level changes
- New hires aren't eligible for merit increases
Data consistency
- Email formats are valid
- Currency codes match employee locations
- Required fields are populated
Threshold checks
- Flag increases above certain percentages
- Identify below-minimum adjustments
- Validate against pay bands
Pre-launch: Verify all eligible employees are included and approval chains are correct
Post-approval: Confirm all approvals are complete and validate total budget adherence
- Identify your priority - Start with the use case that provides the most immediate value
- Build a proof of concept - Test with a small group before full implementation
- Iterate and improve - Refine based on feedback and results