HR Technology & Systems
HRIS selection, implementation, payroll migration, and change management. The implementation partner configures the platform. We make sure your team actually adopts it.
The problem
The HRIS vendor sells you the system. Nobody sells you the rollout.
Every HRIS implementation has a technology partner who configures the platform — modules, workflows, integrations. What they don't do: redesign your HR processes for the new system, rewrite your SOPs, manage the organizational change, train each role on their specific workflows, or govern the project across all the moving parts.
That gap is where HRIS rollouts fail. Not because the technology doesn't work — because nobody managed the operating reality. The HR team improvises for three months post-launch, builds workarounds, and the new system ends up running the same broken processes the old one did.
What we do
Everything outside the implementation partner's scope.
01
HRIS Selection & Evaluation
We evaluate platforms against your actual workflows, team size, and integration requirements — not against a feature checklist. Rippling, Workday, Paylocity, ADP, and others.
02
Implementation Oversight
The HRIS vendor configures the platform. We run the project: timeline governance, vendor coordination, milestone tracking, dependency management, and risk mitigation.
03
Payroll Migration
Payroll migration is a zero-error-tolerance event. We manage the data mapping, validation cycles, parallel runs, and cutover plan so the first payroll on the new system runs clean.
04
Data Migration & Validation
Employee records, org structures, benefit elections, time-off balances, historical data. We build the migration plan, run validation, and reconcile every discrepancy before go-live.
05
Training & Change Management
Role-specific training for HR admins, managers, and employees. Not a platform feature tour — actual workflow training tied to how each role uses the system in their daily work.
06
SOP Development
Every HR process documented for the new system: onboarding, offboarding, benefits administration, compensation changes, reporting. SOPs your team can follow on day one.
Who this is for
15–200 person companies making a platform move.
Migrating from ADP to Rippling. Paylocity to Workday. A spreadsheet to an actual HRIS. Whatever the move — if your organization has 15 to 200 employees and the rollout is more than just flipping a switch, we're built for this.
Rolling out an HRIS? Talk to us before go-live planning starts.
The best time to bring in change management and SOP support is at the start of the project — not after the implementation partner finishes and leaves.