Discovering HRIS Innovation Services

The vendor required to provide human resource information systems (HRIS) and human capital management (HCM) platform solution with all HR modules built into the same solution.
- Homogeneous solution, the system should not be closed the solution should empower the HR systems team with the ability to self-support as much as possible without having to outsource to effectuate changes and various types of system support.
•    HR modules designed to empower HR users to complete tasks without having to escalate.
•    Improve and automate HR workflows
•    Improve efficiency in an existing system or process
•    Innovation to upgrade of an older system
•    Reduce time or costs in a current process
•    Software contract that is more agreeable to agency with a license model that includes all services without constant upcharges.
- Products and services
•    Customer redline requests and demand that everything is done according to your contract template.
•    Solution provides cost predictability with minimal reliance on third-party tools, as well as offer reasonable service level agreements (SLAS) for configuration support and system updates, with clear escalation paths and minimal hidden fees.
•    If we become certified in your solution, are we empowered to configure and administer the solution without having to utilize your company or third-party support.
•    Licensing model to fully support all HR users, as well as 4,500 employees in our company.
- Recruitment and onboarding
•    Solution can streamline and automate manual recruiting and onboarding tasks (such as but not limited to, creating requisitions, candidate communications, interview scheduling, and onboarding documentation) to reduce administrative burden and free recruiters to focus on recruitment strategies.
•    Solution improves end-to-end recruitment workflows, and ensures a smooth candidate journey, quality communication, and stronger first impressions of the organization.
•    Solution is equipped with customizable candidate evaluation forms that allow hiring managers to rate candidates they have interviewed, and how it works.
•    Solution come equipped with career pathing tools, simulations, scenario-based learning, performance support tools seamlessly connect with outlook, HRIS, and background check systems, work bright, and job boards (LinkedIn and indeed) reducing data duplication and errors.
- Employee relations
•    Solution enables real-time tracking of employee grievances, automates case routing and status updates, and provides live dashboards for trending issues, helping agency to streamline er operations.
•    Employee relations, how does your system integrate systems (or modules) such as but not limited to leave of absence and payroll integration to HRIS to produce relational data points from all systems as updates in real time.
•    System support on-demand access to data and case history, auto-generated reports with customized filters, and standardized templates for investigations and documentation.
•    System serves as a centralized repository for disciplinary action forms, allowing authorized users to securely store, retrieve, and review documents tied to specific cases or team members
•    Solution provides automation of the employee relations process, including case tracking, would reduce the time spent around case resolution and elimination of administrative tasks which would help minimize legal exposure.
- Workers’ compensation
•    Explain and demonstrate how entering claims for new and former employees is quick and efficient.
•    Solution empowers the workers compensation business unit to make changes in the solution without having to go through the HRIS administrator.
•    The workers compensation business unit is empowered to create reports without the assistance of the vendor, or HR report writers.
•    solution empowers our HR systems team with the ability to add fields for reporting purposes without the assistance of the vendor.
•    The workers compensation business unit can add and remove claims without the assistance.
- HR help desk
•    Solution provides a universal or centralized help desk ticketing system with automation and workflows so HR can be implemented and ease the workload from having too many help desk tools used across the organization.
- Performance and goal management
•    Solution supports goal cascading, automated workflow triggers (for example, auto-reminders for self-reviews), and real-time updates to team member records, minimizing waste from overprocessing, redundant emails, and manual tracking.
•    Solution provides real-time tracking of review completion, multi-user inputs (either proxy input or multi-manager input), and visibility into historical ratings across cycles to support calibration and equitable evaluations.
•    Solution empowers performance management with the ability to generate auto-updating performance dashboards, provide in-cycle analytics (for example, percentage of goals met in each quarter), and integrate with engagement or development systems.
•    Solution serves as a centralized repository for current job descriptions, allowing leaders and team members to easily reference role expectations during goal-setting and annual reviews.
•    Solution provides native support for assistance with HRIS performance implementation questions and contains the ability to create competency alignments (for future performance evaluation improvements) without significant add-on fees.
•    Solution automatically routes reviews, provides audit trails, and allows leaders to access dashboards on demand, as well as have the capacity to award merit and bonuses based on performance.
- Learning management solution (LMS)
•    LMS integrates completely with the HRIS so trainings associated to job skills and competencies can be assigned by management from the HRIS directly to a team member, then training outcomes can be reportable and tied to performance and goals.
•    System demonstrates convergence of learning technologies such as but not limited to, converging learning content management, and learning repository stores into a single solution.
•    Solution provides the ease of content authoring computer-based training to enable portability and scalability, while eliminating the need to have 3rd party content creation tools.
•    LMS includes a monthly ascending and descending cost scale as “active users” are added and removed monthly.
•    LMS is capable of being integrated with the HRIS solution, as well as function as a stand-alone LMS with separate LMS portal(s) to support users external to the agency employee population (such as hospital, clinics, and the medical community, and patients).
- Robust organization chart solution
•    Solution empowers employee organization charts within the system with a direct connection to employee biographical and job information that can be customizable and easily exportable.
•    Solution empowers robust organization chart for exporting org charts in different format types and scaling to pages would be an efficiency from our current HRIS org chart feature.
•    Solution empowers robust organization chart with customizable features for displaying org charts in ways that can cater to different audiences and recipients.
- Robust built-in integration platform
•    Solution empowers the ability to add bidirectional integrations to systems to improve efficiencies and reduce double entry from within the HRIS solution.
•    Solution empowers agency HRIS administrators and agency it with the ability to build real time integrations using APIs for immediate system updates providing more real time data to all systems.
- Core human resources
•    Solution is embedded with artificial intelligence that will enable agency to streamline administrative processes, reduce manual effort, and deliver predictive insights that support data-driven decision-making.
•    Solution is equipped with AI capabilities such as (but not limited to) automated candidate screening, personalized employee support, and workforce analytics will improve efficiency, enhance the employee experience, and strengthen talent retention strategies.
•    Solution leverages AI in the HR module’s function intent to shift from transactional activities to strategic workforce planning, ensuring greater agility, compliance, and long-term organizational growth.

- Questions/Inquires Deadline: December 3, 2025