HeavenHR connector

Use your HeavenHR data for reporting, automation and AI.

Data Panda pulls your HeavenHR employee records, absences, time tracking, shifts, vacancies and payroll periods into the same warehouse as your finance, sales and operations data. From one place we turn it into dashboards, automations, AI workflows and custom apps that HR, finance and team leads use during the month, not only the day before payroll closes.

About HeavenHR

A Berlin-built HRIS with live German payroll built in.

HeavenHR was founded in 2015 in Berlin and runs an integrated HR and payroll platform aimed at small and mid-sized German employers. The product (now branded HeavenHR 2.0) covers three module groups: HR Admin for the digital personnel file, absences and time tracking; Payroll for real-time wage processing including the certified Meldedienst that exchanges statutory notifications with German social-insurance carriers; and Recruiting for vacancies, applicant management and digital contracts. The pitch to a German SMB is that the personnel record, the time-tracking entries that feed the wage run and the payroll calculation itself live in one tool, with compliance against German tax and social-security regulations baked in rather than bolted on through a separate Lohnbuero handoff.

For a controller or HR lead, the value of HeavenHR sits in the close: payroll runs in the same system that holds the absences, contracts and time entries that drive them, so the wage calculation can be re-simulated in real time. The questions that sit across HR, finance and operations, like personnel cost per cost center against plan, absence concentration per location, or time-to-fill per role family, still need the HeavenHR data lined up next to the GL, the CRM pipeline and the project tracker. Our connector pulls the employee directory with employments and contracts, locations and cost centers, absences and absence budgets, time-tracking entries and shifts, vacancies and the payroll periods with their salary details into the warehouse, so those joins stop being a quarterly Excel exercise.

What your HeavenHR data is for

What you get once HeavenHR is connected.

HR and payroll reporting

Headcount, personnel cost, absences and hiring on one page across every site, cost center and legal entity.

Personnel cost per cost center, location and entity, against plan and last year
Absence rate and concentration per site, type and policy
Time-to-fill per role family and recruiter, with the stages where candidates drop off

Process automation

Turn HeavenHR joiner, mover, leaver and absence events into the downstream work the rest of the stack expects, without a per-tool handoff.

Provision identity and SaaS access the day a joiner record posts in HeavenHR
Push payroll-period output into the GL per cost center and entity
Free SaaS seats and revoke access the moment a leaver record posts

AI workflows

Put the personnel record, absence history, time-tracking entries and payroll periods behind AI that reads the full workforce picture.

Personnel-cost-drift explanations per cost center, broken down by component
Absence-pattern detection per site, manager and shift template
Natural-language Q&A across the personnel record, contracts and policy library

Custom apps on your data

Lightweight tools on HeavenHR data for managers and BU heads who should not need a HeavenHR seat to read their own team.

Manager workbench with team headcount, open vacancies, absences and time-tracking status
Group-finance cockpit with personnel cost per entity and variance per cost center
Pre-payroll review screen that flags time-tracking and absence anomalies before the run closes

Use cases

Use cases we deliver with HeavenHR data.

A list of concrete reports, automations and AI features we have built on HeavenHR data. Pick the one that matches your situation.

Personnel cost per cost centerWage and employer-contribution cost per cost center and entity, against plan and last year.

Headcount-versus-planActive employments and pending hires against the approved plan per location and BU.

Absence concentrationAbsence rate per site, type and policy, with the weeks the concentration spikes named.

Time-tracking-to-payroll trailHours captured in time tracking lined up against the wage calculation that consumed them.

Time-to-fill per role familyDays from vacancy opened to offer accepted, per role family, location and recruiter.

Payroll-run reconciliationSalary details per payroll period reconciled with the GL per entity and cost center.

Shift coverage versus demandPlanned shifts and assignments against the demand signal from operations.

Contract end and renewal agingFixed-term contracts approaching their end date, per manager and entity, before the deadline lands.

Open-vacancy agingVacancies open past their target start date, per hiring manager, location and BU.

Span of control per siteDirect reports per leader across every site in the group.

Absence-budget burnAbsence budget consumed per employee and policy, with the cases that will overshoot named.

First-year attrition by siteVoluntary leavers within twelve months of hire, per site, manager and cohort.

Real business questions

Answers you will finally get.

Where did personnel cost grow this quarter, and which cost centers carry it?

Salary details from the HeavenHR payroll periods joined to cost centers, locations and the headcount record. The controller sees the cost center where wage cost grew nine percent while headcount stayed flat, and the components (overtime, bonus, employer contributions) that carry the move, instead of waiting on a Lohnbuero summary that arrives after the close.

Which sites have an absence problem we should act on, not file?

Absence records from HeavenHR aggregated per site, absence type and shift template, with seasonal patterns separated from team-specific spikes. Operations sees the location where short-term sickness is concentrated on Mondays after a specific shift pattern, and HR can intervene before a manager fills the gap with overtime that lands on the next payroll run.

Are the time-tracking entries that fed payroll consistent with what the team worked?

Time-tracking entries per employee and project lined up against the salary calculation that consumed them, with the gaps and corrections that closed late named. The pre-payroll review stops being a manual scan of the time sheet and becomes a list of named entries the manager has to confirm or fix before the run closes.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

HeavenHR payroll cost per cost center, location and entity, lined up with the GL and the headcount plan. The monthly close stops waiting on the Lohnbuero file, and the personnel-cost line on the management report ties back to the HeavenHR record it came from.

For sales leaders

Quota coverage against the staffed seller roster from HeavenHR, with start dates and ramp windows. Sales leadership sees when DACH mid-market falls below coverage because two AE roles slipped past their target start, before the forecast call surfaces it.

For operations

Shift plan, time tracking, absences and headcount across sites in one capacity picture. The COO sees which location is letting absences concentrate on a specific shift pattern and which sites are running overtime that will land on the next payroll run.

Ideas

What you can automate with HeavenHR.

Pair with Exact Online

Post HeavenHR payroll periods into Exact Online per cost center

Salary details from the HeavenHR payroll period (gross wage, employer contributions, deductions) post into Exact Online per cost center and legal entity, instead of a single monthly journal a controller types from a Lohnbuero PDF. The personnel-cost line on the management report ties back to the HeavenHR salary record it came from, and the variance per cost center against plan is visible the day the run closes rather than two weeks later.

Pair with Slack

Drive joiner, leaver and absence Slack moments from the HeavenHR timeline

Joiner records in HeavenHR post a welcome message on day one in the team channel and ping the manager when an onboarding step has been waiting longer than the agreed window, per site. Leaver records do the reverse: a manager ping when access revoke has not closed within the policy window, and an HR-channel summary on the cases that drifted past policy. Long-term absences post a quiet manager nudge so cover is arranged before the team feels the gap, instead of HR running a weekly handoff queue across HR and IT by hand.

Pair with HubSpot

Align sales-rep ramp and quota coverage on the HeavenHR roster

New hires and leavers in HeavenHR keep the HubSpot quota-coverage view in sync with the actual staffed sales team in DACH, including ramp dates per rep. Revenue leaders see when a territory slips below target coverage because a hire is delayed or a leaver has not been replaced, weeks before the pipeline report catches it. Recruiting vacancies still open for an AE seat surface against the territory that is losing coverage, so the gap is owned rather than left for the next QBR to expose.

Pair with monday.com

Plan capacity in monday.com against approved HeavenHR absences

Approved absences from HeavenHR feed straight into the monday.com capacity board per team and site, so leads size sprints and project commitments against the people in seat that week rather than a default capacity. Open vacancies past their target start date count as a real gap on the board instead of an invisible assumption, and the project manager sees the week where two simultaneous absences in the same team will cost a milestone before it is committed.

Pair with Calendly

Match Calendly recruiter load to open HeavenHR vacancies

Open HeavenHR vacancies, per role family and location, line up with the interview load Calendly is booking onto each recruiter and hiring manager. Talent ops sees the week where one recruiter carries three times the screening volume of the others while another sits below capacity, and rebalances before time-to-fill on a high-priority role drifts past the target. The recruiter dashboard stops being two tabs reconciled by eye and becomes one number per recruiter against open seats.

Pair with HiBob

Read HeavenHR alongside HiBob during a German subsidiary integration

Groups that run HiBob as the global HRIS but kept HeavenHR running for the German entity (so live German payroll and Meldedienst keep working) get one workforce record in the warehouse rather than two parallel systems group HR has to reconcile by hand. Headcount, contracts, absences and personnel cost from HeavenHR sit on the same employee key as the HiBob global record, so group-level reporting answers a question per person instead of a question per HRIS, and the group close stops waiting on a manual reconciliation between two HR teams.

Your existing tools

Your data lands in a warehouse. Your BI tools read from it.

You keep the reporting tool you already have. We connect it to the warehouse where your HeavenHR data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From HeavenHR to answers in three steps.

Connect securely

OAuth authentication. Read-only by default. We sign a DPA and your admin keeps the keys.

Land in your warehouse

Data flows into your warehouse on your schedule. Near real time or nightly, your call. You own the data.

Reporting, automation, AI

We build the first dashboard, workflow or AI feature with you, then hand over the keys. Or we stay on for ongoing delivery.

Two ways to work with us

Pick the track that fits how you work.

Track 01

Self-serve

We set up the foundation. Your team builds on top.

HeavenHR connector configured and running
Warehouse set up in your cloud account
Clean access for your Power BI, Fabric or Tableau team
Documentation on what's in the data model
Sync monitoring so you're warned before reports break

Best fit Teams that already have a BI analyst or data engineer and want to own the build.

Track 02

Done for you

We build the whole thing, end to end.

Everything in Self-serve
Dashboards built to the questions your team actually asks
Automations between your systems
AI workflows scoped to real tasks your team runs
Custom apps where a dashboard does not cut it
Ongoing delivery at a pace that fits your team

Best fit Teams without in-house BI or dev capacity. You tell us what you need and we deliver it.

Before you book

Frequently asked questions.

Who owns the data?

You do. It lands in your warehouse, on your cloud account. We don't resell or aggregate it. If you stop working with us, the warehouse stays yours and keeps running.

How fresh is the data?

Near real time for most operational systems. For heavier sources we schedule hourly or nightly. You pick based on what the reports need.

Do I need a warehouse already?

No. If you don't have one, we help you pick one and set it up as part of the first delivery. Common starting points are Snowflake, Microsoft Fabric, or a small Postgres start.

Which HeavenHR tables land in the warehouse?

The connector pulls the employee directory with employments and contract data, organization structure (departments, locations, cost centers, custom attributes), absences with their absence types and per-employee absence budgets, time-tracking entries with projects and categories, shifts with assignments, vacancies and the payroll periods with their per-employee salary details. Authentication runs through the HeavenHR REST API using a client-credentials API key issued from your tenant.

Can we use the warehouse to drive German payroll itself?

No. The wage calculation and the certified Meldedienst that talks to German social-insurance carriers stay inside HeavenHR, where they are designed to be compliant. The warehouse reads the resulting payroll-period and salary-detail records once the run is closed, so the management report, the GL booking and the per-cost-center variance can be built from the same source without anyone re-typing numbers from a payroll PDF.

How are wage and other sensitive HeavenHR fields handled?

Salary, personal identifiers and per-employee social-security data can be kept in restricted schemas that only HR, finance and reward roles reach, while the directory, headcount, absence and time-tracking data powers the dashboards the rest of the business uses. Access is enforced in the warehouse, not in each dashboard, so a new operations report cannot accidentally surface a wage line it should not see.

GDPR-compliant

Data stays in the EU

You own the warehouse

A first deliverable live in four to six weeks.

We review your HeavenHR setup and the systems around it. Together we pick the first thing worth building.

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