The vendor required to provide human resources information system (HRIS) and payroll solution that supports the agency’s complex operational, financial, and regulatory needs.
- Functional requirements
1. Payroll
• Be able to handle one subset of employees on an electronic time keeping solution and another subset of employees on an interface with a scheduling system.
• Each group will have their own unique and complex accrual structure.
• Ability to manage a large number of earnings codes, deduction codes and complex PTO rules.
• Act as a full-service employment tax provider for mts.
• This includes, but is not limited to, properly calculating all mandated taxes, timely payment of taxes to government agencies and working with the IRS and other regulatory bodies as needed when issues surface.
2. Human resources
• Support employee and manager web and mobile self-service for core HR transactions, including personal information updates, benefit elections, time off requests, and employment status changes.
• Support effective dated employee data, multiple job records, and multiple complex employment scenarios.
• Support applicant tracking and recruitment management, including job postings and candidate screening.
• Support electronic i-9 management, work authorization tracking, and secure employment eligibility verification.
• Support end-to-end employee lifecycle management, including recruiting, onboarding, job changes, performance management, and separation processing.
• Provide integrated benefits administration with support for multiple plan types, rates, eligibility rules, automated life event processing, and aca reporting compliance.
• Support leave management for a wide range of leave types, including legally mandated leaves and collectively bargained leave programs.
• Provide robust workflow capabilities for approvals, routing, and audit tracking.
• Support document management, including electronic personnel files, electronic signature requests, forms management, and retention controls.
• Support learning management with bulk automated training assignments, completion monitoring, and compliance reporting.
• Provide configuration tools to support collective bargaining agreement rules and management handbook requirements.
• Support position control, job classification tracking, and organizational reporting.
• Provide robust reporting, analytics, and ad hoc query tools for HR data.
• Provide role-based security, audit trails, and compliance with applicable privacy and security standards.
3. Finance
• Staff must be able to assign and maintain a general ledger (GL) account to be used for each earnings or deduction code.
• System must produce a detailed Excel and CSV file that includes detailed information for the pay period.
• The fields will include employee name, file number, earnings code, amount and general ledger (GL) account, cost center, deduction code, amount and GL account, home department, and department worked. each employee will have multiple rows that net to zero as it will include rows for earnings, deductions and cash payments, as well as taxes and garnishments withheld.
• Employees who charge to a capital project, the amounts need to hit both the capital project, as well as their home department with an offset to an mts defined GL account.
• Text file will summarize the detailed report at the GL level and will be uploaded into sap so integration is a must.
- Questions/Inquires Deadline: January 6, 2026
