Our Services - HR System Migration
HRIS Migration & HR Data Migration Services
Move cleanly from legacy to new HR system with less risk. We design data mapping, run staged validation, and plan a tight cutover so leaders get accuracy, control, and fast time to value.
- Scope, inventory, and migration readiness
- Source to target data mapping and rules
- Staged loads with repeatable validation
- Cutover plan with roles and timings
- Audit evidence and issue remediation
- Post go live stabilisation and support
Plan your migration
Share scope and timeline. We return a tailored HRIS migration plan within 24 hours.
HRIS migration that protects data quality and trust.
HRIS migration is the structured move of people data, history, and processes into a new platform. Great HR data migration reduces errors, lifts reporting quality, and speeds adoption. It aligns data mapping, validation rules, and a clear cutover plan so Finance, HR, and IT can sign off with confidence. Done poorly, you inherit old issues and create new ones. We bring a repeatable method that proves accuracy early and lands the new HR system ready for scale.
Discovery & Inventory
We start HRIS migration by mapping sources, owners, and data quality. We catalogue people, job, comp, benefits, time, and security data, plus attachments and consents. We assess gaps, duplicates, and policy conflicts, then agree scope and priorities across regions and entities. This creates a shared baseline for HR data migration, sets realistic timelines, and prevents late surprises when you switch from legacy to new HR system.
Data Mapping & Rules
Clean mapping avoids messy fixes later. We build source to target mappings with clear rules for codes, hierarchies, dates, and history. We document transformations, defaults, and exception handling so teams know what changes and why. Reference data is standardised to reduce reconciliation noise. This gives your HR data migration a stable backbone and aligns design choices with reporting and security needs in the new HR system.
Staged Loads & Validation
Evidence beats opinions. We plan iterative loads that grow in volume and coverage. Each cycle includes automated checks, spot audits, and business sign off. Validation covers counts, totals, date logic, and relationship integrity. Issues are logged, fixed, and retested with clear owners. By proving accuracy as we scale, HRIS migration becomes predictable and audit friendly, not a last minute scramble.
Cutover Plan & Readiness
Go live hinges on timing and roles. We design a cutover plan that defines blackout windows, freeze points, handoffs, and rollbacks. We script tasks by hour, set checkpoints, and confirm signers. The cutover plan aligns data mapping, validation results, and environment readiness so your HR data migration completes on schedule and the new HR system is stable from day one.
Stabilisation & Optimisation
The first cycles decide perception. We run hypercare with dashboards, reconciliations, and fast fixes. We tune reports, permissions, and integrations, then hand over a clean runbook and improvement backlog. This ensures HRIS migration value compounds after go live and that leaders see reliable data in audits, dashboards, and board packs.
Start with a clean system migration plan
Get a mapped scope, validation approach, and cutover schedule designed for your data, regions, and controls.
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Discovery and Data Strategy
We align scope and risks, then design the HRIS migration approach. That includes HR data migration standards, data mapping conventions, validation rules, and a first pass cutover plan. We keep legacy to new HR system decisions traceable and build evidence as we go.
What We Offer: - Source system inventory and data profiling
- Data governance and ownership model
- Mapping standards and naming conventions
- Validation rules and reconciliation checks
- Initial cutover milestones and owners
Talk To Our HR System Migration Expert
Build, Validate, and Cutover
We run staged loads, automate checks, and track fixes to zero. We lock the cutover plan, rehearse tasks, and complete HR data migration with clear sign off. Your legacy to new HR system transition lands cleanly, with audit evidence and a stable first cycle.
What We Offer: - Repeatable load pipelines and logs
- Automated and manual validation packs
- Exception management with root cause actions
- Cutover rehearsal and rollback plans
- Hypercare and post go live tuning
Talk To A HRIS Migration Consultant
Our Process
01
Map Scope
Agree data sets, owners, and risks so priorities and timelines are clear from day one.
02
Design Rules
Define data mapping, standards, and controls that keep HR data migration clean and traceable.
03
Prove Loads
Run staged loads with validation so accuracy and completeness are proven before cutover.
04
Go Live
Execute the cutover plan, reconcile results, and stabilise with dashboards and fast fixes.
Why choose Us?
We blend deep data skills with delivery discipline. You get fewer surprises, cleaner records, and a cutover plan that stands up to audit while landing value fast across your new HR system.
Data First
Strong mapping, standards, and checks protect accuracy and speed later reporting gains.
Evidence Led
Validation packs prove quality so sign off is based on facts, not assumptions.
Control Built
Roles, logs, and reconciliations create a clear audit trail across every migration step.
Pace With Care
Iterative loads and rehearsed cutovers keep momentum high without risky shortcuts.
Frequently asked questions
About Our HR System and HR Data Migration Services
What is HRIS migration and why does it matter?
HRIS migration is the structured move of HR data, rules, and processes into a new platform. It matters because data quality, reporting, and security depend on it. A proven HR data migration approach reduces errors and shortens time to value.
How do you handle data mapping from legacy to new HR system?
We document source to target mappings with rules for codes, hierarchies, and dates. We agree exceptions and defaults up front. This makes HRIS migration choices clear, traceable, and easy to test.
How is validation managed during HR data migration?
Each load has automated and manual checks. We reconcile counts and totals, check date logic, and test relationships. Issues are logged, fixed, and retested until acceptance criteria are met.
What is included in a cutover plan?
Timings, freeze points, responsibilities, approvals, and rollback steps. The cutover plan coordinates teams and tasks so the switch from legacy to new HR system lands cleanly and on time.
How do you manage attachments and documents in HRIS migration?
We inventory document types, map metadata, and script loads where supported. For sensitive items, we confirm consent and retention rules to keep compliance intact.
Can you migrate history and audits?
Yes, depending on platform capability. We assess the need for history vs snapshots and design HR data migration loads that preserve required context for reporting and audit.
How long does HRIS migration take?
Typical programmes run 8 to 16 weeks depending on scope, data quality, and integrations. Iterative loads and rehearsed cutover keep timelines realistic and controlled.
What risks are most common in HR data migration?
Dirty source data, code standardisation, missing owners, and late scope changes. Our method addresses these early with standards, governance, and staged validation.
Do you support multi entity migrations?
Yes. We design a template approach with local variations. Loads and validation scale by entity while keeping central controls consistent across the new HR system.
How do you ensure privacy and security?
We restrict access, mask sensitive fields in lower environments, and log every action. Security and GDPR considerations are embedded into the HRIS migration plan.
Can you work with our vendor and internal teams?
Yes. We partner with the software vendor and internal IT, HR, and Finance to align mappings, environments, and cutover windows so the programme moves as one team.
What happens after go live?
We run hypercare, complete reconciliations, and close open items. We hand over a tuned runbook and an improvement backlog to keep the new HR system evolving.
Got more questions?
Feel free to reach out to us for more details & also get a free consulting session with our experts.
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