HR Information System

The vendor is required to provide human resource information system (HRIS) to implement a cloud-based HRIS that integrates core HR and finance functions to streamline operations, improve data accuracy, and support strategic decision-making.
- Responsible for providing:
•    Automate and streamline HR and finance workflows.
•    Centralize employee and financial data.
•    Improve payroll processing, accuracy, and compliance.
•    Enable real-time labor cost tracking and budgeting.
•    Support strategic compensation and workforce planning.
- HRIS consulting services, including but not limited to the following tasks:
1. Employee information
•    Provide centralized employee database with personal details, emergency contacts, beneficiaries, job history, salary history, benefits data, and flexible status options (e.g., active, on leave, terminated, suspended, etc.). 
•    Enable secure upload and storage of employee-related documents such as disciplinary records, performance issues, severance agreements, investigation files, and termination justifications. 
•    Allow tagging, version control, and keyword search to easily retrieve documents by employee name or case type.
2. Employee self-service
•    Personal information; view pay statements, tax forms, and benefits information; request time off; and submit expense reports.
3. Manager self-service
•    Approve timecards and leave requests, monitor attendance, and access employee performance data.
4. Time and attendance
•    Facilitate scheduling, including pre-populated schedules for salaried employees; clock-in and clock-out tracking for hourly employees; timecard management; leave management (accruals, requests, and approvals); and overtime tracking. 
•    Provide leave of act tracking and automate eligibility calculations, entitled balances, intermittent leave tracking, required notices, and compliance reporting. 
•    Provide dashboards for HR to monitor leave usage and ensure compliance with federal and state regulations.
5. Payroll management
•    Process gross-to-net calculations, direct deposit, automated deductions, garnishments, and tax filings.
6. Compensation planning
•    View salary structures and calculations, bonus programs, and equity tracking.
7. Benefits administration
•    Facilitate enrollment, eligibility, and cost-sharing tracking. enable direct integrations with benefits carriers.
8. Recruitment
•    Facilitate recruitment life cycle: job posting, candidate sourcing, applicant tracking, interview scheduling, and job offer management.
9. Onboarding
•    Enable onboarding workflows, including new hire paperwork, background check, orientation scheduling, and task checklists.
10. Performance management
•    Enable configurable performance reviews and feedback, goal setting and tracking, and merit-based pay adjustments.
11. Learning and development
•    Host training programs and certifications (to include integration with existing LMS), compliance training, learning paths, cost tracking.
12. Budgeting and forecasting
•    Project labor costs and plan for headcount.
13. Financial reporting
•    Log payroll journal entries, integrate general ledger, and create audit trails.
14. HR reporting
•    Generate reports for various HR needs, including census, benefits, and leave balances.
15. Mobile app access and integration
•    Provide full HRIS access on-the-go for android and iPhone users.
16. Ongoing technical support
•    Provide training for employees and users on the various modules, to include training following major updates to the system.
17. System migration and data conversion 
•    Provide a detailed migration plan from ADP workforce now (WFN) to the proposed HRIS platform, including timelines, responsibilities, and milestones. 
•    Ensure complete and accurate transfer of employee, payroll, benefits, and historical records. 
•    Provide validation and reconciliation reports to confirm accuracy of migrated data. 
•    Identify any required authority resources (e.g., staff time, data extracts). 
•    Provide user testing and training during and after migration.

- Contract Period/Term: 1 year
- Pre-Proposal Conference Date: October 2, 2025
- Questions/Inquires Deadline: October 9, 2025