The system is not the hard part. The cutover is.
HRIS and payroll from requirements through selection, implementation, migration and cutover. Including the adoption work most implementations skip.
What we do
Your project lead, not the vendor's.
Every workstream the vendor assumes you have staff for.
- Requirements, business case and roadmap
- Vendor selection and contract negotiation, on your side of the table
- Implementation and project leadership
- Award and agreement interpretation, configured and tested
- Data cleansing and migration
- Parallel runs and payroll cutover
- Change, training and adoption
- Post-go-live stabilisation and optimisation
Past go-live, where the real work starts.
How we work
On your side of the table.
We sit with you, not the vendor. We run the workstreams the statement of work assumes you have people for: data, testing, award logic, change. And we stay past go-live, because that is when the real work starts.
Director-led, scoped in dollars before it starts, and measured on whether your managers actually use the system.
How we workWhen to call
If any of these are on your desk.
System problems announce themselves late. The call is usually cheaper than the remediation.
- Payroll is failing and the vendor blames your data.
- You are about to sign an HRIS contract and nobody has read the statement of work.
- The go-live date has moved twice.
- Award rules are being configured by someone who has never read the award.
- Managers have stopped using the system you paid for.
- An underpayment has surfaced and the root cause is in the system.
Where this connects
When the question is bigger than one system.
AiDA architects the work around the AI and human mix before the technology is chosen, so the platform serves the operating model rather than defining it.
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Land the system. Keep the payroll clean.
Tell us where the project is. We will tell you what it needs to get to a cutover that holds.