HRIS implementation

An HRIS implementation touches every part of HR and pulls in IT, Finance, Legal and a vendor. The vendor brings a plan for their own tasks. The rest is yours: mapping today's processes, cleaning data, getting sign-offs, testing, training, and deciding whether you are ready. HRjects is built to hold that whole plan.

What you start with

Create a project from the Startup HRIS rollout template for one system in one country, or the Enterprise HCM rollout template for a long program in regional waves. Both give you:

• Four phases: Discovery and current state; Future state and vendor selection; Configuration, migration and integration; Testing, change and go-live.
• A gate at the end of each phase with exit criteria, such as "Future-state maps signed off by HR, IT and Finance" and "Employee records cleaned and loaded to the test environment".
• Eight workstreams: Core HR, Payroll, Benefits, Time & absence, Data migration, Integrations, Testing, and Change & training.
• Five teams: HR, IT, Finance, Legal and Vendor.
• A starter process library: Hire to onboard, Time off request, Payroll run, Benefits enrollment and Offboarding.
• Starter tasks for each phase, ready for you to assign and date.

The Enterprise template adds exit criteria for documenting regional process variations and sequencing rollout waves by region, and a readiness item for regional privacy and works council sign-offs.

How the workspaces fit an HRIS project

Workspace	What you use it for
Business case	Today's yearly costs against each vendor option, with payback in months, three-year net and the sponsor's decision
Roadmap	Phases on a timeline. Ticking an exit criterion records who ticked it and when
Tasks	A board with To do, In progress, Blocked and Done, filtered by workstream and team
Process maps	Current-state steps beside future-state steps, pain points flagged, gaps logged and turned into tasks
Issues	Defects from testing and problems in hypercare, with severity, module, owner and status
Go-live readiness	A weighted checklist and a parallel payroll tracker that produce a percentage and a Go or No-go
Overview	Phase progress, days to go-live, and what needs attention

The go or no-go decision

The readiness score shows Go only when the checklist reaches 90% and two automatic checks pass: no open critical issues, and every parallel payroll run within tolerance. Nobody can tick those two by hand. That gives the steering group a clear answer and a record behind it.

Working with IT, Finance and your vendor

Owners and Editors shape the plan. Contributors, who are free, update their task status, tick gate and readiness items, log issues and record payroll results. A vendor consultant can join as a Guest on a single project. See roles.

What HRjects does not do

• It does not connect to your HRIS or hold employee data. Please keep employee records and pay data out of it.
• It has no Gantt chart or task dependencies yet. Both are planned.
• It does not send reminders yet. Email reminders for overdue tasks and open gate criteria are planned.

Read more

The method behind the template is in an HRIS implementation project plan, phase by phase. To try it, start a free project and choose the example-data option to see a rollout already under way.