Human Capital Management System and Fully Integrated Payroll System

The vendor is required to provide for human capital management system (HCM) and a new fully integrated payroll system.
- The HCM, payroll system integration, and third-party integration are our primary concerns
- A technology viewpoint, the district’s vision is a cloud-based solution that is fully supported by the vendor and removes the district’s administrative burden of software fixes and upgrades, hardware refresh cycles, backups, disaster recovery, and technical staffing requirements.
- Provide professional HCM, payroll and related services ensuring compliance with all applicable standards and codes, accepted practices, compliance with all local, state and federal laws, rules, regulations and ordinances and acceptable practices.
- The primary goals of this project are to limit redundant entry by maximizing systems’ integration based on vendors with a current and ongoing proven track record of work with the district’s supporting agencies, as described below.
- The district seeks to resolve four (4) major issues rooted in our current system's lack of integration.
- The district’s first major issue is the lack of current systems’ integration creating redundant data entry across multiple platforms. 
- This creates a significantly increased potential for human errors, wasted time for individual staff, leaders, and for the human resources team.
- The current human resources information system (HRIS) does not interface with the employee navigator (EN) (hub international’s primary customer portal).
- The district’s current HCM and payroll systems do not reliably execute bi-directional communication or reliably retain file updates and updates; resulting in errors, additional data entry, and a lack of confidence in both systems.
- Human capital management system (HCM)
• The district seeks an HCM with a current proven record of integration with the aforementioned organizations, first and foremost, employee navigator (as utilized via (hub international) and the payroll system.
• The overall goal is to minimize redundant human data entry across all systems and to maximize systems’ integration, ensuring flawless data transfer across platforms.
a. Tasks to be completed
• Seamless third-party integration between the new HCM and payroll solution and other agency and supporting systems which minimizes redundant data entries
• Time allocation and tracking for client billing
• A dedicated account manager for the district both during implementation and throughout our relationship
• Current references from relevant state government clients who can:
o Validate your current integration capabilities
o Describe the implementation process, and
o Discuss customer service support
• Accurate and reliable payroll, various leave type management, and accounting integration
• Automated preparation and distribution of compliance and tax documents
• Customizable reports and dashboards
• Ease of use and training and implementation
• Comprehensive, end-to-end HRIS capabilities covering the fill employee lifecycle
• Dedicated account manager who is responsible for implementation and ongoing support
• Committed support for project management and integration, support after launch, ongoing support
• Company content branding
• Testing and quality assurance measures and capabilities prior to going live or changes and modifications at a Future date
• Manage complex organizations, with multiple EINs and employment categories
• Comprehensive tools for time allocation, tracking, and reporting
• Customizable workflows
- Payroll system
• Payroll system to be conducted either by the district on-site or fully managed through a third party, potentially off-site.
a. Tasks to be completed
• Seamless third-party integration between the new HCM and payroll solution and other agency and supporting systems which minimize redundant entries
• Automated preparation and distribution of compliance and tax documents
• Automatically adjust deductions paycheck for 3rd paycheck (limited deductions)
• Integrated leave management and calendars that are intuitive for staff and managers
• Ability to create company recognized holidays for calendar and payroll
• Manage complex organizations, with multiple employer identification numbers (EINs) and employment categories
b. Both task 1 and task 2: support, maintenance, and upgrades for both tasks
• Meet a response time standard of less than three (3) seconds for screen-to-screen for 95% of all transactions and less than one (1) second for field-to-field activity (tabbing between fields on a screen) for 95% of all transactions
• Uptime of solution meets or exceeds 99.50% (3h 39m 8s) a month. 
• This does not include patching, updates, hotfixes, or other scheduled maintenance.
• Recovery time objective (RTO) - 12 hours
• Recovery point objective (RPO) - 1 hour
• Feature, federal and state regulatory changes, and security updates are routinely performed under the subscription cost.
• Pre-production and post go-live expectations for support, maintenance, and upgrades
(e.g., help desk, proactive monitoring, patching, etc.)
o Ability to run pre-production stress test scenarios customized traffic volume before each production release.
o Better monitoring tools, alerting technical support when databases or system performance has reached warning percent limits.
o Ability to tag and generate release updates to system users whenever features or system updates occur.
- Contract Period/Term: 3 years
- Questions/Inquires Deadline: July 24, 2025