HRMS Solution

01For building an HR function, not just buying software

Most HRMS projects fail on the same thing: the software arrives before the policies it is supposed to enforce exist. This engagement sets up the department and the system together — structure, policy and grading first, then the platform that automates them — and hands over both.

02Key services

• Corporate strategy and structure — organisational design, reporting lines and job architecture
• HR department setup — the function itself: roles, workflows and service standards
• Policy design — recruitment, leave, grievance, discipline and separation, written to be enforceable
• Workplace leadership training — for the managers who will actually run the policies
• Performance management — objectives, review cycles and calibration
• HRMIS deployment — the system for HR records and payroll

03Sequence

1. Assess — what the organisation has today, formally and informally.
2. Design — structure, grading and policy, agreed with leadership before configuration starts.
3. Configure — the HRMIS against the approved design, not a vendor default.
4. Migrate — employee records and payroll history, reconciled before cutover.
5. Train — managers on the policies, HR staff and administrators on the system.
6. Support — post go-live, from the team that ran the build.

04Payroll

Payroll is treated as part of the same record rather than a downstream export: contracts, grades, allowances, leave and attendance feed the run directly, which is what makes a payroll audit tractable.