Shared Human Resources Information System

The Vendor is required to provide to establish a shared human resources information system (HRIS) for agency.
- The system will streamline workforce management, reduce administrative costs, improve workforce mobility, and support staff scheduling flexibility, allowing clinical teams to be shared or shifted to meet fluctuating patient volumes across regions.
- Healthcare provider participation in the shared HRIS will be voluntary.
- This sub recipient grant will invest in the development of a unified HRIS that will centralize core human resources functions, including benefits administration, payroll, recruitment, onboarding, licensure tracking, and compliance, while allowing each participating hospital and community partner to securely manage organization-specific tasks such as performance evaluations and regulatory reporting.
- The HRIS will function as an integrated, role-based workforce management platform that reduces administrative burden and enables consistent HR operations across participating organizations, while supporting local operational needs.
- The system must centralize HR operations including benefits administration, payroll (as applicable), recruitment, onboarding, licensure tracking, and workforce compliance management, and must be designed to support workforce agility (including improved scheduling flexibility and staffing coordination across regions as patient volumes fluctuate).
- This includes facilitating current state workflow assessment across participating entities, developing a common future-state HR workflow framework, and coordinating the evaluation of HRIS vendor solutions that best support shared infrastructure while maintaining appropriate organizational controls.
- The HRIS must include configurable workflows, secure access controls, and the ability to support both standardized and organization-specific HR functions (including performance evaluations and regulatory reporting) without requiring duplicative systems.
- The subrecipient will manage end-to-end delivery milestones through go-live and stabilization, including implementation project management, system configuration, integration planning, data migration, user acceptance testing, training, and change management.
- The subrecipient will ensure participating organizations successfully transition to the shared HRIS with validated data conversion, role-based security configuration, standardized reporting outputs, and well-defined support processes. Implementation shall be structured in phased releases (e.g., foundational HR record and onboarding first, then recruiting, benefits administration, payroll enablement where applicable, and licensure/compliance tracking), with defined entry/exit criteria and readiness checkpoints for each phase.