Human Resource Information System

The Vendor is required to provide a human resource information system, including payroll preparation capabilities. 
- Human Resource Information System that includes the following scope:
•    Human Resource Information Management, including payroll preparation
•    Reporting and Analytics
•    Interface/Integration
•    Implementation Services
•    Hosting and Support
- Core:
•    HRIS including payroll preparation –a solution that meets agency functional and nonfunctional requirements for employee life cycle management, HR information management and payroll preparation.
•    Reporting and analytics – a solution that allows agency to produce standard HR reports and data extracts/exports for additional analysis, including consumption of data into the financial management system for financial reporting.
•    Interface/integration – a solution with technical capabilities to integrate or send/receive data to dependent systems, including sap, synerion and momentus. The capabilities may be through real time integration (i.e. API) or secure batch file transfer with common export formats.
•    Implementation services – vendor-led implementation services, including business process updates, configuration, integration/interface, data migration, testing, training, and operational readiness.
•    Hosting and support—a solution hosted in a secure, available data center that meets agency requirements and standards, and establishment of a support contract with a defined service agreement.
- HRIS - Functional Capabilities and Payroll Preparation
•    Payroll preparation using timecard information from synerion and calculating the appropriate payroll and benefits according to internal payroll contracts.
•    Payroll must be calculated for salary, hourly, and unionized employees. Employees may be shared between facilities managed by events east. 
•    Employees may have multiple position codes, with different rates of pay depending on job allocation. Employees may get shift premiums and/or overtime rates. More detail can be shared if requested under protection of a confidentiality agreement.
•    The payroll preparation system will be the one key source of payroll information. It will allow for digital review, adjustment, and approval before finalization. The payroll preparation system must be able to send data to provincial sap for fulfillment.
•    The payroll preparation system must have the ability to integrate with momentus at a GL level and produce journal entries to the appropriate GLS for payroll values.
•    The payroll system must be compliant with act rules and provincial labour laws, in alignment with the provincial sap system outcomes and calculations.
•    Master employee record with standard profile data and central location for information about employees, including but not limited to certifications, training, work permits, commendations, disciplinary actions, and skills
•    Ability to generate proactive notice of renewal dates for key certifications, permits or term contracts
•    Accessibility and diversity support within the system which reflects our diverse workforce (e.g., support for multiple languages or English as additional language)
•    Support for onboarding and off boarding processes (e.g., workflow with status of tasks complete)
•    Employee life cycle management, from onboard to off board.
•    Ability to retain information for inactive employees, with appropriate statuses
•    List all standard functions and any optional functions.
- Reporting and Analytics
•    A standard set of reports included
•    The ability to build custom reports
•    The ability to provide project costs by code allocation,
•    The ability to pull mass to support analysis
•    Capabilities to integrate with our systems
- Workforce Reporting and Analytics
•    Point in Time (PIT) reports for active/inactive employees,
•    Reports for training and certification renewal periods,
•    Analysis on demographic breakdowns,
•    Understanding of attrition contributors,
•    And other information to support the HR strategies, including resource forecasting.
- Hosting and Support
•    Hosted solution must be compliant with privacy legislation, specifically act.
•    Protection of data against theft, corruption, unauthorized access, and hardware failure.
•    Protection of data at rest and in transit.
•    High availability of the system, to a 99.9% standard.

- Contract Period/Term: 3 years