How to Build a Scalable HR Stack for a 50–200 Person Team 

Running HR at a 50–200 person company is no joke. 

You’re past the early scrappy stage now. Your team has grown, your compliance risks are real, and you’re no longer hiring two people a year. But you’re not so big that you can throw bodies at problems or invest in enterprise-level systems. 

So how do you build an HR stack that fits this middle tier of scale, agile enough to grow with you, but powerful enough to manage complexity? 

This guide shows you exactly how to build an HR tech stack that works—now and in the future. 

Why 50–200 Person Teams Need a Different Kind of HR Stack 

At this size, you’re juggling: 

• A wider mix of roles: hourly, salaried, part-time, remote 

• Increasing compliance obligations 

• Growing employee expectations for tech and support 

• A lean (or solo) HR function 

You need systems that are flexible, automated, and intuitive enough to reduce manual work and free you up for high-impact tasks. Here’s what a well-built, scalable HR stack looks like. 

1. Core HR Platform: The Foundation of Your Stack 

Your core HR system should act as the single source of truth for all things employee-related, from personal info and job titles to pay history and performance data. 

What to look for: 

• All-in-one functionality: Payroll, time, benefits, and onboarding should connect seamlessly. 

• Hourly + salaried capabilities: Not every system handles both well. 

• Mobile-first: Your people need access wherever they are. 

• Customization: You shouldn’t have to hack workflows or live in spreadsheets. 

Smart Move: Choose a system that doesn’t require 10 logins for 10 features. If it’s not integrated, it’s going to cost you time, sanity, and accuracy. 

2. Payroll: Accuracy, Simplicity, and Peace of Mind 

Payroll is the part of HR you absolutely can’t mess up. If you’re still running payroll with spreadsheets or cobbled-together tools, it’s time to upgrade. 

Must-have features: 

• Automated calculations (taxes, deductions, benefits, overtime) 

• Built-in compliance tools (federal, state, ACA, local) 

• Department-level reporting and job costing 

• Direct deposit + digital pay stubs 

At this stage, you want more than just checks getting cut. You want payroll that feeds insights into labor costs, compliance exposure, and budget forecasting. 

3. Time & Attendance: Automate the Admin (and Stay Compliant) 

Managing time for 50+ people means time theft, buddy punching, meal period compliance, and overtime tracking become real concerns. 

Your time tracking system should help you prevent errors, stay compliant, and reduce burnout, not create more manual work. 

Features to prioritize: 

• Punch-in/out tools (mobile, desktop, kiosk, biometric, geofencing) 

• Meal + break tracking 

• Real-time attendance dashboards 

• Shift differentials + department transfers 

• PTO requests + approval workflows 

Pro tip: Look for systems that integrate directly with payroll so hours, rates, and job codes flow automatically.

4. Benefits Administration: Self-Service Without the Stress 

Open enrollment shouldn’t feel like chaos. And at 50–200 employees, it’s time to ditch the paper packets and start offering a modern, guided experience. 

Look for: 

• Side-by-side plan comparisons 

• Cost previews before selection 

• Integrated payroll deductions 

• Mid-year change workflows 

• Employee-friendly explanations 

Even better? When employees understand their options, they make better choices, reducing confusion and fewer calls to HR. 

Bonus: Netchex clients report fewer open enrollment questions and higher completion rates thanks to intuitive tools and education built into the system.

5. Onboarding: Speed + Consistency = Scalability 

For growing teams, onboarding is the first impression of your employer brand and a critical lever for retention. 

If your onboarding process is scattered or manual, you’ll feel the pain with every new hire. 

Must-haves for scalable onboarding: 

• Digital offer letters + e-signatures 

• Custom task lists by role/location 

• Automated I-9s, W-4s, and direct deposit setup 

• Preboarding access to policies, handbooks, and benefits 

• Role-specific workflows 

Goal: New hires should show up on Day 1 ready to work, and not to fill out paperwork. 

6. Performance Management: Build a Culture of Continuous Feedback 

This is where small and mid-sized teams often stall. But don’t wait until you’re 500 employees to get serious about performance. 

The right tools can help you turn reviews from a once-a-year checkbox into an ongoing growth and retention strategy. 

What to look for: 

• Goal setting + tracking 

• Custom review cycles (90-day, annual, project-based) 

• Self + peer reviews 

• Manager dashboards 

• AI-generated summaries to reduce recency bias 

7. Reporting & Insights: Better Data, Smarter Decisions 

With 50–200 people, guesswork doesn’t cut it anymore. You need visibility into: 

• Overtime trends 

• Hiring funnel effectiveness 

• Turnover by department 

• Labor costs vs budget 

• DEI metrics 

• Retention efforts 

Choose a system with built-in dashboards, exportable reports, and customizable views across departments, locations, and roles. 

8. Compliance Tools: Stay Ahead of What’s Changing 

At 50+ employees, new compliance rules start kicking in, from ACA reporting to state leave laws and wage audits. 

Look for: 

• Built-in ACA tracking and forms 

• Audit-ready documentation and e-signatures 

• Timekeeping tools that prevent accidental violations 

• State-specific compliance support 

• Automated alerts for expiring certifications, eligibility changes, or required trainings 

If your tools don’t help you stay compliant, they’re not helping at all. 

9. Integrations: Your Stack Should Talk to Each Other 

Whether it’s accounting software, your LMS, scheduling tools, or general ledger exports—your HR stack must integrate. 

Don’t settle for systems that live in silos. Look for vendors who offer: 

• Open API access 

• Plug-and-play integrations with tools like QuickBooks, Sage, and others 

• Syncs across departments (e.g., payroll → operations → finance) 

The smoother the integration, the fewer errors and the less manual cleanup you’ll need to do. 

10. Support: It’s Not Just About Software 

Here’s where most providers fall flat. 

You can have the best software in the world, but if no one picks up the phone when you need help—or worse, they don’t understand your business—you’re stuck. 

You deserve: 

• A dedicated support team that knows your company 

• U.S.-based service with real-time chat, email, and phone options 

• Help that’s proactive, not just reactive 

Netchex support is responsive and it’s consistent. From Day 1, you’re matched with a team that sticks with you. 

97% customer satisfaction rating. 

Real people. Real help. Every time. 

Final Checklist: Building the Right Stack for Your 50–200 Person Team 

Capability	Must-Have Feature Checklist ✅
Core HR System	Unified platform, mobile-first, employee self-service
Payroll	Tax automation, direct deposit, job costing
Time & Attendance	Real-time data, shift rules, mobile punch options
Benefits Admin	Self-service, plan comparisons, cost previews
Onboarding	Automated forms, preboarding, role-based tasks
Performance	Goal tracking, peer reviews, AI summaries
Reporting & Analytics	Dashboards, turnover/retention insights
Compliance	ACA support, audit tools, timekeeping controls
Integrations	Open API, accounting + scheduling sync
Support	U.S.-based, proactive, dedicated contacts

Why Netchex is the Right Fit for 50–200 Person Teams 

Netchex isn’t built for the enterprise giants. 

We’re built for you, the growing business leader, the solo HR pro, the department juggling compliance, culture, and chaos all at once. 

With Netchex, you get: 

✅ Everything in one place—HR, payroll, time, benefits, performance 

✅ Software your team actually uses—mobile-first, intuitive, fast 

✅ Real people who show up—a team that picks up the phone 

✅ Insights that make you smarter—dashboards that inform decisions 

✅ No hidden fees or surprises—just clear, predictable pricing 

If you’re building your HR stack and want a true partner (not just another platform,) let’s talk. 

See why Netchex is the perfect fit for 50–200 person teams. 

Request a demo today