Purpose: Saudi enterprises increasingly manage employment records, payroll calculations and workforce operations through different applications, yet connecting these functions reliably is more demanding than moving them to cloud infrastructure. This review examines the architectural, organisational and assurance conditions under which integration can improve service quality while protecting employees and meeting national obligations. Method: A structured integrative review critically synthesises 30 DOI-identified publications dated 2020–2025, spanning digital human resource management, cloud enterprise systems, attendance technologies, software architecture and Saudi adoption evidence. Papers were grouped by the integration problem they illuminate; no primary organisational data were collected. Findings: The literature indicates that common data definitions, governed events, transparent calculation rules and reconciliation controls deserve priority over indiscriminate platform consolidation. Cloud scalability alone cannot correct inconsistent employment records, disputed attendance or fragmented accountability. Contribution: An original five-layer reference architecture and an assurance-led implementation cycle connect employee experience, operational processing and auditable compliance. Implications: Enterprises should assess success through payroll accuracy, exception resolution, accessibility and recoverability alongside infrastructure availability. The framework is a conceptual proposal requiring field validation, not a demonstrated national deployment.