Human Capital Management Software

The Vendor is required to provide for a Human Capital Management (HCM) software system should include a core HR system, payroll, benefits administration, recruiting and applicant tracking, onboarding and employee lifecycle management, health and safety, risk management, case management/employee relations, and reporting and analytics.
- The HCM system should have the compatibility and ability to interface with Tyler Technologies' MUNIS system.
- Reporting and Query Capabilities – Users must be able to access and generate on-line and off-line reports and queries independently. The solution must allow users to search efficiently for vendors, customers, and transactions when entering transactional records or when searching for data.
- Information Security – The system must incorporate security protocols and policies in-line with current standards. This includes, but is not limited to user-based security, data encryption and data security.
- Application Program Interface (API)/Integration with other systems – Data must be imported and exported easily from the solution to vendors, other applications or tools as MUNIS, Insurance Providers, Compensation Management tools, ACCESS, EXCEL, or PDF.
- Document Management – System should have ability to upload, scan and index images and documents. Responses must state if there is a limit to file size.
- Drill-Down Capabilities – Related transactions must be clearly linked throughout all modules of the new solution.
- Audit Trail – An un-editable audit trail should be maintained for all entries and changes to entries made in the system.
- User Level Security – The system must support fine grained user authorizations across all modules and fields. The system should be capable of integrating with Active Directory.
- Maintenance and Support Costs – Licensing and support costs must be competitive and reasonable.
- Role-based User Management with configurable permissions - to include the ability to assign roles and permissions to individual users and add users manually or through automated import processes.
- Dashboards – Ability to produce visual analytic tools such as graphs, gauges, meters, charts, and maps. Proposers shall indicate whether this functionality is built-in, optional, or provided through a third-party application.
- Estimated hours required for department staff to support system set up, configuration, and start-up.
- Training course descriptions, by type of user, including number of hours per day and total duration
- Core HR
•    Employee master data management
•    Organizational structure and position management
•    Job and compensation management
•    Employee and manager self-service
•    Document management and e-signatures
•    Workflow automation and approvals
•    Audit trails and data history
•    Amendable context-specific help
•    Chat-based help (could be AI or live HR help)
- Payroll
•    Multi-state payroll processing
•    Gross-to-net calculations
•    Tax withholding, filing, and reporting
•    Garnishments, deductions, and retro pay
•    Payroll calendars and off-cycle payrolls
•    Payroll reconciliation and audit reporting
•    Integration with time and attendance systems
- Benefits Administration
•    Medical, dental, vision, life, disability, pension, retirements and voluntary benefits
•    Open enrollment and life event processing
•    ACA compliance and reporting
•    Carrier connectivity and file feeds
•    Eligibility rules and plan configuration
•    Employee self-service enrollment and decision support
•    Employee Deduction processing
- Recruiting and Applicant Tracking
•    Job requisition management and approvals
•    Career site and employer branding
•    Applicant tracking and candidate communications
•    Interview scheduling and evaluation
•    Offer letter generation and e-signatures
•    Background check and assessment integrations
•    Compliance reporting (EEO, OFCCP where applicable)
- Risk Management
•    Workers’ compensation tracking
•    Claims management and reporting
•    Integration with insurance providers or TPAs
•    Risk analytics and dashboards
•    Compliance documentation
- Case Management / Employee Relations
•    Employee relations case tracking
•    Investigation workflows and documentation
•    Issue categorization and escalation
•    Confidentiality controls
•    Reporting and trend analysis
•    Performance Reviews
•    PIP and Corrective Actions