Our Services - HRIS Digital Transformation

HR digital transformation advisory services

Senior HR and Finance teams use our HR digital transformation and HCM strategy expertise to build a realistic roadmap, align HR operating model, integrate payroll and core HR, and make change stick across entities.

HCM strategy aligned to business, HR and Finance goals
HR operating model and Target Operating Model (TOM) design
End to end HRIS and payroll integrations blueprint
Benefits case and investment justification for stakeholders
Change enablement, adoption toolkits, communications
Support for ADP, HiBob, Rippling, SuccessFactors, Oracle

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HRIS digital transformation advisory that connects HR, payroll and business

HR digital transformation is the structured programme to modernise your people processes, HR systems, and employee experience so HR can support growth. It goes beyond technology. It defines the HCM strategy, Target Operating Model, integrations, data model, change and communication. For UK organisations with multi country payroll, PE backed businesses or groups with legacy HR, this approach delivers visibility, control and faster onboarding of new entities.

HR/HCM Strategy and Benefits Case

A strong HR digital transformation starts with a clear HCM strategy. We review your current HR and payroll landscape, map processes against best practice, and understand where Finance, HR and business stakeholders are not getting timely data. Then we define a future state that is achievable with your budget, resources and timeline.

We build a benefits case that shows why to invest now. This includes headcount efficiencies, reduction in manual payroll inputs, improved employee experience, better controls, and faster reporting to leadership. We give you an options view so you can decide build vs buy, single platform vs federated HR, and how to phase the rollout.

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HR Operating Model and TOM Design

Most HR functions have grown tactically. Our advisory service defines the Target Operating Model for HR and payroll so the technology investment delivers value. We clarify which activities stay local, which can move to shared services, and which can be automated. We design HR roles, RACI, SLAs and performance measures to make sure the new model is sustainable.

This TOM design is aligned with your chosen HR digital transformation platform and HCM strategy. It becomes the reference for change, hiring and vendor onboarding. It also reduces risk during mergers, acquisitions or portfolio company onboarding, because everyone works from a common HR model, common data dictionary and common controls.

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HRIS and Payroll Integrations Roadmap

Fragmented HR and payroll systems create rework, overpayments and compliance risk. We blueprint an integrations roadmap that connects HRIS with payroll, time and attendance, finance/ERP, identity and recruitment. We document source of truth, data ownership and frequency of sync so IT, HR and vendors know what to build.

Our roadmap prioritises high value integrations first, such as HR to payroll for new joiners, leavers and changes, then manager self service, then analytics. We give you interface specifications, sequencing and test approach so programme delivery teams can move without ambiguity. This reduces project delays and improves adoption.

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Change Enablement and Adoption Office

HR digital transformation fails when change is not planned. We create a change enablement plan that includes stakeholder mapping, communication packs, process guides for HR administrators, and training for managers. We build adoption dashboards so HR Directors can see which teams are using new HRIS features.

This change office approach reduces resistance, especially in multi site or multi entity HR where teams have different maturity levels. We also build a cutover and early life support plan to stabilise payroll, secure leadership support and fine tune workflows after go live.

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Ready to modernise HR

Share your current HR/payroll landscape and we will send a structured HR digital transformation plan with quick wins.

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Discovery and future state blueprint

We start with discovery sessions with HR, payroll, Finance and IT to understand current processes, data sources, and country variations. Then we define the HR digital transformation goals, HCM strategy, operating model, integrations and benefits case. This creates a single version of truth for delivery and vendor selection.

What We Offer:

HRIS landscape assessment and gap analysis
Target Operating Model for HR and payroll
HR data, security and role-based access model
Transformation roadmap with phases and milestones
Executive level benefits and investment case

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Delivery, integrations and change execution

Once the blueprint is signed off, we help your team or your implementation partners deliver it. We define the integrations roadmap, work with HRIS and payroll vendors, and produce change and communication packs. We make sure operating model, benefits case, and change enablement are not lost during delivery.

What We Offer:

HRIS and payroll integrations sequencing
Change, communications and training support
Playbooks for HR administrators and shared services
Reporting and analytics for leadership teams
Post go live stabilisation and improvement cycles

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Our Process

Discovery workshops

We capture current HR, payroll, finance and IT landscape, pain points, risks and country level variations.

Future state design

We define HR operating model, HCM strategy, integrations and sequencing matched to your budget and resourcing.

Change and rollout

We build change, comms and training so HR administrators and managers adopt the new HRIS and processes.

Value realisation

We review benefits, stabilise integrations and keep the roadmap updated for new entities or acquisitions.

Why choose Us?

We are a UK based HRIS and payroll advisory team that has worked with enterprises, PE backed and multi entity groups. We know how HR, Finance and IT need to collaborate to make HR digital transformation deliver real value.

Sector aware

Experience with UK, EU and Middle East entities, PE portfolio HR and regulated sectors.

Platform neutral

We work across ADP, HiBob, Rippling, iTrent, Oracle and hybrid HRIS landscapes.

Change focused

Toolkits, comms and training material so adoption is measured and not assumed.

Outcome driven

Roadmaps, TOM, integrations and analytics designed to show clear returns to leadership.

Frequently asked questions

About Our HR System Digital Transformation Advisory Services

What is HR digital transformation in the UK context?

HR digital transformation is the end to end modernisation of HR, payroll and people processes using HRIS and HCM strategy. It covers Target Operating Model, integrations, employee experience, security and reporting. For UK organisations this also includes compliance, multi entity onboarding, and working with Finance for better payroll controls.

How does an HCM strategy support HR digital transformation?

An HCM strategy sets direction for talent, core HR, payroll, time and recruitment. It links HR technology to business outcomes such as faster onboarding, lower payroll errors and better management information. Without an HCM strategy, HR digital transformation becomes tactical and hard to fund.

We already have an HRIS. Why do we need digital transformation advisory?

Many UK businesses have HRIS or payroll systems but still run manual inputs, disconnected reporting and country variations. Advisory services review your operating model, design integrations and build a benefits case to make sure the system is fully exploited and adopted across entities.

Can you work all HRIS & Payroll systems

Yes. We are platform neutral and work across leading HR and payroll platforms used in the UK. The advisory approach is the same: define the TOM, integrations and change, then hand over to implementation teams to build.

How long does an HR digital transformation programme take?

It depends on number of entities, current HRIS maturity and integration complexity. A discovery and blueprint phase usually takes 4 to 8 weeks. Rollout can be phased over quarters so HR and payroll teams are not overloaded.

What is an HR operating model or TOM?

An HR operating model or Target Operating Model defines who does what, where and with which HR system. It clarifies central vs local work, approvals, SLAs and controls. It is essential to make HR digital transformation stick and to avoid customisations later.

Do you help with integrations between HR and payroll?

Yes. Integrations are a core part of our advisory. We map source systems, data owners, events and frequency. Then we create an integrations roadmap so IT and vendors can deliver without ambiguity.

How do you handle change enablement?

We build change and adoption plans with stakeholder analysis, communications, HR administrator guides, manager guides and go live support. We also help set up adoption dashboards so HR leaders can monitor system usage.

Can you help with the benefits and investment case for HR digital transformation?

Yes. We quantify time saved, error reduction, compliance improvements and better management information. This helps HR Directors and Finance leaders secure budget and get buy in from the Board.

Will this work for multi entity or PE backed organisations?

Yes. Our approach is proven for PE and multi entity groups. We design for standardisation where it matters, and controlled flexibility where local regulations or unions require it.

Do you support post go live optimisation?

Yes. After go live we review processes, approvals, integrations and reporting. We identify quick wins and help you keep the roadmap current for acquisitions or new modules.

Is this service only for large enterprises?

No. Mid market organisations that are growing, going international or consolidating HR/payroll benefit a lot from a structured HR digital transformation advisory.

Can you collaborate with our existing HRIS implementation partner?

Yes. We often act as the client side advisory, defining TOM, integrations and change, while partners deliver configuration.