To secure the deployment of digital transformation programs while respecting time, budget, and resource constraints, Althéa offers comprehensive expertise in HRIS project support.
Methodological Expertise
Expertise in V-cycle and Agile methodologies: use of methodological tools (requirements gathering, Process Box, test scenarios, change management plans, deployment kits) to ensure cost and deadline control.
HR Business Scope
Comprehensive understanding of HR functions: expertise covering HR administration (General Administration), payroll, DSN (Déclaration Sociale Nominative), T&A (Time & Attendance), Core HR, recruitment, training, talent management, compensation & benefits, enabling us to challenge and effectively meet needs through pragmatic feedback.
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Technical-Functional Expertise
Knowledge of HR solutions: mastery of the main HR solutions on the market (HRaccess, Pléiades, Workday, SAP, SuccessFactors, ADP Decidium, GXP, Link, etc.) to support optimal implementation and adoption.
Tool-based Methodology
Tools ensuring cost and deadline control: a tool-based methodology ensuring an accurate estimated ROI during pre-project phases.
Our expertise in this area allows us to support our clients in a Project Owner Assistance (AMOA) role:
Across all phases of a project’s lifecycle:
- Framing
- Analysis and Design
- Interface Management and Data Migration
- Testing
- Change Management
- Go-Live Deployment
- Stabilization in Run
During the run phase:
Ensuring application maintenance and operational support alongside business teams to guarantee the continuity and performance of deployed solutions.
Althéa offers tailored support for each stage of your HRIS project, ensuring a successful and sustainable digital transformation.
References
For a ministry under the French State Civil Service
38,500 agents
Project: Supporting the ministry in the transformation of its HRIS around the RenoiRH solution
Althéa supported a ministry in redesigning its HRIS across functional areas such as HR administration, payroll (pre-calculation), career management, T&A, employee self-services, and HR dematerialization. Althéa’s mission was to support the ministry throughout all project phases (design, acceptance testing, data migration, preparation for cutover, change management, and stabilization in run, among others), as well as in project management, with the objective of redesigning its HRIS towards the inter-ministerial RenoiRH solution, managed by CISIRH. Beyond methodological expertise in large transformation projects, Althéa’s role was also to provide its functional expertise across all HR processes, including sector-specific particularities.
For a leading television media group
1,800 employees
Project: Supporting the company in redesigning its HR administration-Payroll-T HRIS
As part of the overall HRIS redesign project, Althéa’s mission was to support the company in this project focusing on HR administration-Payroll-T functions across all project phases: steering, design, acceptance testing, preparation for cutover, change management, and stabilization in run. This project was an opportunity to review certain business processes and re-evaluate management rules in line with the evolving media landscape.
For a leading luxury group
34,000 employees worldwide
Project: Supporting the company in redesigning its Core HR
In the context of HR department digitalization, the company decided to implement SuccessFactors for Core HR and Onboarding, as well as UKG and Docusign globally.
Althéa supported the company in managing the entire project (design, build, test, and deployment), in Project Owner Assistance (AMOA) by representing the business and processes in the HRIS implementation, in technical assistance to provide a global IT vision, and in post-project support (RUN) and user support.
Challenges
Meeting Your Budget and Timeline Constraints
- Utilize a tool-based steering approach, leveraging operational expertise in IT project management
- Determine the deployment strategy and define the appropriate service offering.
- Address our duty to advise and alert.
Ensuring the Application Meets Your Business Needs
- Challenge the vendor and/or integrator to ensure a thorough understanding of your business processes and their integration into the solution, always with a value analysis to avoid specific customizations.
- Draw on feedback from projects conducted in comparable contexts.
Engaging Internal Teams
- Define the change management plan and the post-deployment support organization.
- Promote solution adoption by engaging teams and ensuring its proper use.
Contacts
Your Frequently Asked Questions about HRIS Project Support
How do you define the scope of an HRIS project?
The first step of an HRIS project involves mapping HR processes within the company. The HRIS project manager, in collaboration with the Human Resources Department and the CIO, must establish a precise assessment of current HR management. This analysis identifies existing processes for administrative management, payroll, time and attendance, recruitment, training, skills management, performance evaluation, and career management.
Functional and Technical Requirements Analysis
The project team must evaluate end-user needs in terms of functionalities. This step requires the involvement of various stakeholders: managers, employees, and the HR department. Areas to cover include administrative management, payroll management, training, and change support.
The chosen HRIS solution must meet the technical specifications established with the IT department, particularly in terms of capacity, security, and customization.
Definition of Strategic and Operational Objectives
The HRIS project aims to optimize human resources management by facilitating the company’s economic development. The project charter must set clear objectives regarding the expected added value of the new tool. Remember that implementing HRIS software should enable you to:
- Digitize paper-based tasks
- Improve time tracking
- Facilitate leave management
- Optimize the payroll process
- Ensure better administrative management
But beyond these operational aspects, one of the major contributions of HRIS will be optimized management of human capital as a whole. It will indeed allow for better management of key talent management processes such as recruitment, training, skills development, performance evaluation, and career and compensation management.
Expected Deliverables for the HRIS Project
The project scope must include the production of:
- A comprehensive statement of work
- An HRIS process map
- Detailed functional specifications
- A user support plan
Defining the scope is the foundation for the success of your HRIS project! This step therefore requires particular attention to clearly delineate the project’s boundaries and facilitate its subsequent implementation.
What are the key roles in an HRIS project?
The success of an HRIS project primarily relies on a strong internal project team. At the heart of this organization, the project director, often the HRD, assumes the role of sponsor. They carry the strategic vision and ensure management’s commitment to the new system. Their primary responsibility is to guarantee alignment between project objectives and the company’s overall policy.
The HRIS project manager is the cornerstone of the implementation. They coordinate all stakeholders and manage project progress according to defined key stages. Their essential missions include:
- Planning and resource management
- Coordination among different stakeholders
- Monitoring objectives and deliverables
- Risk and issue management
Business experts, comprising HR managers and key users, provide their functional expertise. Their in-depth knowledge of existing processes and information management needs is essential for designing a system adapted to real-world conditions.
External Stakeholders
Project success relies on three types of essential external stakeholders: the software vendor who provides and maintains the HRIS tool, consultants who support the transformation and provide their business expertise, and technical integrators who ensure the effective implementation of the system. Their close collaboration with the internal team is crucial for the project’s success.
End Users
HRIS adoption relies on three categories of users: the HR department which manages the tool daily, managers who validate processes and monitor their teams, and employees who use self-service functionalities. Their training and support are essential to ensure optimal use of the system!
