Companies spend years collecting payroll and HR data, then throw it away when they switch systems. Gabe Bell says that's a mistake. The history sitting in those old systems can matter for compliance, acquisitions, reporting, and the AI tools companies want to use tomorrow.
HR data, payroll history, compliance, AI, acquisitions, data migration. The problem isn't just storing old records. It's keeping that history accessible and useful when the business changes platforms, acquires another company, or suddenly needs to answer a compliance question.
In this episode… Gabe Bell explains why companies need to think about historical HR data before migrating systems, how that data can become more valuable with AI, and why compliance requirements make keeping those records unavoidable. The conversation also covers acquisitions, I-9 verification, California's PAGA requirements, and what happens when former HR platforms control access to your old data.
Key Takeaways :
Your AI is only as good as your data. Gabe's core argument is simple: preserve historical HR and payroll data because it can inform future AI insights, forecasting, reporting, and decision-making.
Companies can't simply erase their HR history. Recordkeeping requirements typically run 3 to 7 years, depending on the type of record and regulatory requirements.
Acquisitions make historical data even more important. Companies often acquire another organization's old technology and records, then need to preserve that history while moving onto a new platform. That data can also provide insight into the acquired company's culture.
I-9 compliance is more than checking a box. Verification and accuracy matter, particularly when companies are acquiring businesses. Private equity firms increasingly care about I-9 compliance because they don't want to acquire a workforce that turns out to have eligibility problems.
California creates a serious data-access problem. Under PAGA, employees can bring claims involving issues such as inaccurate pay stubs or missed meal breaks, with employers potentially needing to respond within 30 to 45 days. Fast access to historical data can be critical.
Don't wait until you're locked out of your own history. Gabe says companies sometimes come to ResNav with only weeks of access remaining to their old systems. Former providers may also charge for continued access, making proactive data migration and archiving a much smarter move.
This episode was recorded live at SHRM Annual 2026
The Heroes of HR podcast is a limited series sponsored by isolved.
isolved is an HCM platform that modernizes HR, benefits, and payroll across Healthcare, Hospitality, Manufacturing, and more.Learn more about isolved: https://www.isolvedhcm.com/
Guest : Gabe Bell
VP of Sales at ResNav Solutions, specializing in archiving historical payroll and HR data so companies can preserve, access, and use their history through system transitions and acquisitions.
LinkedIn : https://www.linkedin.com/in/gabebell/
The Heroes of HR Podcast is hosted by
Amy Miller, Product Evangelist at isolved
https://www.linkedin.com/in/amycmiller/
Ryan Leary, Co-founder at WRKdefined
LinkedIn: https://www.linkedin.com/in/ryanleary/
William Tincup, Co-founder at WRKdefined
LinkedIn: https://www.linkedin.com/in/tincup/
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