Human Resource Management System

The Vendor is required to provide Human Resource Management System (HRMS).
- Separate systems are configured for agency members of congress and agency Staff for the management of core Human Resource (HR) operations, benefits administration, position control, payroll, learning and development, performance management, time and attendance, and absence management.
- The agency currently uses Infor county on-premises HR and Financial suite for administering most HRIS activities which are scheduled for decommission in 2030.
- Technology modernization requires the procurement and implementation of Software as a Service (SaaS) solution that meets officer business priorities while balancing the costs of planning, implementing, and delivering larger scale solutions.
- This software implementation is designed to streamline and enhance essential business processes, ensuring accuracy and timely execution within one unified platform.
- SaaS: The solution must be hosted and maintained on a reputable cloud infrastructure where the service provider administers a subscription-based delivery model to grant user access.
- Federal Risk and Authorization Management Program (FedRAMP) Approval: A cloud service provider (CSP) must have, at a minimum, a moderate FedRAMP authorization indicating that the CSP has completed a thorough security assessment and has been approved to manage moderately sensitive federal data. The system security controls in place are deemed appropriate for data that could lead to significant operational disruption if compromised, though it may not pose extreme risks.
- Cloud Migration Experience: The CSP must be experienced in transferring an organization's digital operations, data, and infrastructure from its physical servers located on-site ("on-premises") to a cloud computing environment, where services and storage are accessed via the internet.
- The Program Management Office (PMO) will serve as the central hub providing governance and project management services to ensure the successful execution of the HRMS implementation project.
- Risk Management and Issue Resolution
•    Risk Identification and Assessment: The PMO will proactively identify and assess potential risks impacting the HRMS implementation and develop a risk management plan that includes mitigation strategies for each identified risk.
•    Issue Resolution and Escalation: The PMO will establish a transparent process for identifying, documenting, and addressing issues that arise during the project. Additionally, the PMO will create a system for escalating critical issues to senior management for timely resolution.
•    Continuous Risk Monitoring: The PMO will regularly review and update the project’s risk register, ensuring that new risks are captured, and previously identified risks are managed effectively.
- Quality Assurance and Performance Monitoring
•    Quality Management Plan: The PMO will define and implement a quality management plan to ensure that all project deliverables meet the organization’s standards for quality. This will ensure that the HRMS is thoroughly tested, functional, and aligned with business requirements.
•    Performance Metrics and Key Performance Indicators (KPIs): The PMO will establish performance metrics and KPIs to measure the project's success. This will include monitoring KPIs related to project schedule, budget, resource utilization, and stakeholder satisfaction.
•    Continuous Improvement: The PMO will implement a continuous improvement process that identifies opportunities to enhance the project’s execution, increases efficiency, and addresses any operational challenges as they arise.
- System Design & Configuration: The vendor will design the HRMS configuration to support the organization’s HR and payroll processes based on gathered requirements. Design activities include reengineering workflows, forms, user security permissions, and integrations with third-party systems. The vendor will also ensure system configurations meet specific business needs, such as custom reporting, data fields, and HR and payroll processes. The vendor should suggest ways to use machine learning or predictive analytics to help with workforce management.
- Requirements Validation: The vendor will use previously defined requirements to validate, update, and expand the functional and technical requirements with all relevant stakeholders (HR, Payroll, IT, Finance, and others as appropriate).
- Software Configuration and Customization
•    System Setup: The vendor will configure modules covered in the software services agreement, including core Human Capital Management (HCM), Payroll, Benefits, Compensation, Recruiting, Absence, Time and Attendance, Performance, and Learning and Development to align with the organization’s HR processes.
•    Custom Feature Development: If required, the vendor will develop custom features, fields, or functionalities within the HRMS to meet the business's specific needs.

- Contract Period/Term: 3 years
- A Pre-Proposal Tele-Conference Date: February 3, 2026
- Questions/Inquires Deadline: February 13, 2026