Human Capital Management System

The vendor is required to provide human capital management (HCM) system for the implementation and ongoing support.
•    Eliminate functional gaps between current HCM modules. 
•    Replace manual and paper-based processes with digital workflows. 
•    Consolidate data flows and enhance reporting. 
•    Provide scalable support for up to 3,000 employees. 
•    Support complex work schedules, including remote workers and 9/80 schedules. 
•    Seamlessly exchange data with the system which may have differing requirements and rules that need to be adhered to.
- Authentication and identity management
•    Identity provider integration - compatible with azure active directory, allowing users to authenticate using existing enterprise credentials 
•    User provisioning and deprovisioning – allows automated user provisioning and deprovisioning based on identity provider configurations or system for cross-domain identity management (SCIM) standards 
•    Multi-factor authentication (MFA) - integrates with existing MFA policies, allowing enforcement of additional authentication steps during the login process 
•    Role-based access control (RBAC) that aligns with identity provider security group or role assignments, ensuring users are granted appropriate permissions upon login 
•    The system must support zero trust principles, including enforcement of least privilege access, continuous session validation, and dynamic access controls tied to risk posture and identity attributes. 
•    Session management and security - allows for session timeout, automatic logout, and session revocation in coordination with the individual development plans (IDP’S) session policies 
•    The SSO process must be seamless, requiring no additional logins or reauthentication once the user has signed in through the identity provider (microsoft Entra id, previously known as azure ad).
- Functional modules
1. Employee records
•    Centralized employee records with demographic, employment, compensation data
•    Work authorization status
•    Education, certifications, and licenses
•    Performance reviews and appraisals
•    Employee files and document management
•    Historical employment records including: pay rates, job titles, effective dates, leave of absence start and end dates for a period of 10 years or more.
•    Disciplinary actions
2. On-boarding
•    Pre-employment screening and background checks
•    Integration with E-Verify
•    Paperless new hire paperwork and onboarding checklists
•    Benefits enrollment and orientation
•    Customizable workflow automations with variable approval paths and notifications.
3. Job descriptions and organizational charts
•    Job descriptions with essential functions and qualifications
•    Printable organizational charts to visualize departmental structures and reporting relationships
4. Succession planning
•    Identification and development of high-potential employees
•    Tracking employee skills and competencies 
5. Talent acquisition
•    Applicant tracking system (ATS) for job postings, resume screening, and candidate interviews
•    Integration with job boards and social media platforms
•    Integrated ats with an HCM for position management or position control.
•    Text to chat within the ats so applicants can communicate directly with the recruiter via chat options.
•    Define your system's size constraints for uploaded attachments. 
•    Specify the process to receive an attachment that is above this capacity.
•    Capability to create and save templates for notices (i.e., email templates to candidates upon applying, next steps in process, etc.) including embedding hyperlinks into the notices (i.e., preemployment forms, background notice disclosure forms, etc.).
•    Automatically send notices at the time of action, or schedule notices (delayed) to be sent within a certain time frame of action (i.e., submittal of application, confirmation of self-scheduling appointments).

- Contract Period/Term: 5 years
- Questions/Inquires Deadline: August 20, 2025