HRIS, automation, and the operating model underneath fast-moving companies — built by someone who has implemented these systems for 1,200 to 7,800 people.
Vendor evaluation, build, the automation that takes the by-hand work off your team, and the operating model that decides who does what — six services, each scoped below.
Vendor-neutral RFP design, weighted scoring criteria, and an implementer’s read on what a platform can actually do — across comp survey providers, HRIS, ATS, and payroll.
A selection backed by procurement rigor, not a sales demo — from someone who has built on Workday, SuccessFactors, and UKG and can separate real capability from sales-rep spin.
Vendor build, configuration, data migration, and rollout — Workday, SuccessFactors, UKG, or whichever HR platform you have chosen.
A system stood up and live, by someone who migrated a 2,100-employee, nine-country company onto Workday through a merger, implemented enterprise SuccessFactors Compensation, and rebuilt UKG/UltiPro.
The recurring workflows HR runs by hand — billing reconciliation, data audits, off-cycle changes — replaced with automation.
Audit controls that keep the data clean and defensible.
Operating-model design — SLAs, KPIs, and the tiering that moves routine requests off the HRBPs.
Business partners freed from transactional work.
Headcount, attrition, comp, and span-of-control turned into dashboards that refresh on a schedule.
Decisions from live HR data — not reports rebuilt from scratch each cycle.
Plan strategy and vendor selection — broker RFPs, plan-design tradeoffs, and self-funded evaluation.
A benefits strategy from someone who has run these RFPs and the self-funded transition firsthand.
The operating model routes work so your business partners get the complex cases, not the password resets.
At Orthofix I owned that Workday migration end to end — moving off UKG and redesigning the compensation, benefits, and payroll workflows during the merger, not just standing up a platform. I led a People Operations and Total Rewards team of 11, managed a $31M global benefits portfolio and a $191M 401(k), and built the shared-services model underneath it: SLAs, KPIs, and a tiered intake that pulled transactional work off the HRBPs.
An HRIS build or a broker RFP has a defined start and end — project-scoped. The ongoing data hygiene, analytics refresh, and optimization that keep the system accurate fit the monthly retainer. The build is billed at $350/hr; the retainer is a fixed monthly fee. See how engagements work.
Walk me through your HRIS, your worst recurring workflow, and the report nobody trusts. I’ll tell you what’s a project, what’s a quick fix, and what isn’t worth touching yet.