Introducing SAMpeople

We’re education people, people

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We created SAMpeople because we’ve been there. Founded by former school staff and our education HR specialists at FusionHR, we’re bringing together decades of HR expertise with the latest in people management technology.

Read our story at sampeople.co.uk/about-us

• Finally understand the complete picture of their staff.

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• Scale HR without increasing headcount.

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• Dramatically reduce HR admin for everyone.

MySAM

How would that flow naturally for an Arbor Account Manager/ SDR?

Let’s look at how to seamlessly link questions to an MIS-focused conversation with a natural transition from MIS to HR and SAMpeople.

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• Start with MIS & Data Flow

“We know that having a centralised MIS like Arbor makes a huge difference in managing pupil data and streamlining school operations. But what about your staff data?”

• “How are you currently managing HR data across your trust? Is it as centralised and accessible as your MIS?”

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• “Do you find that staff data is often duplicated between Arbor and other HR or payroll systems?”

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2. Highlight the disconnect between MIS & HR

“Many trusts tell us that while their MIS gives them great insights into student data, they don’t have the same visibility over staff data. How easy is it for you to track staff absence, CPD, and compliance across schools?”

• “When a new staff member joins, how many different systems do you need to update—Arbor, HR software, payroll, spreadsheets?”

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• “Do you find that having separate systems for HR, payroll, and Arbor leads to errors or extra admin work?”

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3. Position integration as the solution

• “If your HR system could integrate seamlessly with Arbor, reducing data duplication and automating processes, how much time do you think that would save your team?”

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• “Would it help if key HR data—like contracts, absences, and training—was automatically updated in a single place rather than across multiple systems?”

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4. Emphasise cost and efficiency savings

• “A lot of trusts don’t realise how much time and money is lost managing HR data separately from their MIS. Have you ever calculated the cost of duplicated work and inefficiencies?”

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• “Would reducing manual data entry and ensuring staff data is as well-managed as student data be valuable to your trust?”

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5. Close with and invitation to explore

• “Would you be open to a quick chat about how other MATs are integrating HR with their MIS to cut admin time and improve reporting?”

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• “If there was a way to streamline HR and integrate it with Arbor, would that be worth exploring?”

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Minimum

Maximum

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• MIS – Who do they use? If Arbor, Great! – this streamlines even further!
• If other, can the integration of both help them see the bigger picture with data

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• HRS, ATS, Local Authority - (Fusion)
• Helps send bespoke Marketing & have focused discussions.
• Competitor analysis - use strengths & weaknesses to our advantage

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• Who looks after HR processes / digital strategy
• Market to the right person

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• Time scales & Contract end dates - Is this a hot lead?

“No, I’m not looking right now”

Objectives

Maybe, can you send me more information?

Sweet Jesus Yes!

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• Showing real interest
• Set up a meeting

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• Future conversation requested
• Discovery call around HR/ Recruitment etc

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• Webinar registration / Resources send (brochure)

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• Any positive next steps - Buying signals

Typical Hooks

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HR & People Management

Data & System Integration Issues

Strategic Growth & Compliance

Further info linked in the sales enablement hub

• High Staff Absence & Wellbeing Concerns
• Staff Retention & High Turnover (SPR)
• Recruitment & Talent Shortages (SPR)
• Onboarding Inconsistencies Across Schools
• Lack of Workforce Planning & Development (Fusion)

• Managing HR Compliance & Policies Across the Trust (Fusion)
• Right-to-Work, DBS & Safer Recruitment Compliance (Fusion & SPR)
• Keeping Up with Changing Employment Law & Education Regulations

• Disconnected HR, Payroll, & MIS Systems (Full suite)
• Lack of Trust-Wide HR Data & Reporting (PowerBI)
• Relying on Manual Processes & Spreadsheets

• Expanding & Standardising HR Across a Growing MAT
• Improving Staff Performance & Development (Fusion Training)
• Handling Complex Employee Relations Issues (Fusion)

Further info linked in the sales enablement hub

Common Challenges

Perfect audience to be qualified

• Medium MAT’s 6-20 Schools
• Large MAT’s 20+ Schools
• Secondary& Single Academy, All through

SAAS & Fusion

Avoid

• Too difficult to implement
• Does not meet their needs
• Oversell

Single Primaries

• HR Manager
• HR Director
• C Suite

Ideal Contact

• People Operations Director
• Bursar

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Don’t tell me what to do!

The key is to use powerful & thought-provoking questions will uncover pain points and position SAMpeople as the solution.

Linked in the Sales enablement hub are few opening questions relating to each of the below topics.

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• Challenges & pain points
• Cost & time saving
• HR & MIS Integration
• Future plans & Improvement
• Closing & action orientated questions

Thank you for listening!

What questions do you have for me?