Human Resources Information System

The Vendor is required to provide a complete, cloud-based Human Resources Information System (HRIS) solution that supports the City human resources, workforce management, compliance, and reporting needs.
- Cloud-Based HRIS Solution:
• A fully functional, third-party hosted HRIS platform that supports core HR, employee records, onboarding, offboarding, performance management, recruitment, applicant tracking, workforce management, learning, compliance, health and safety, and reporting requirements.
- System Configuration and Implementation:
• Configure and implement the HRIS solution to align with the City operational needs, including workflows, user roles, permissions, organizational structure, and applicable HR processes.
- Data Migration:
• Provide a documented approach for migrating relevant employee, HR, workforce, and historical data into the new system, including validation, testing, and issue resolution activities.
- Integration Capabilities:
• Identify and support required integrations, including Microsoft Single Sign-On, payroll where applicable, job posting tools, learning systems, reporting tools, and any available API capabilities.
- Training and Onboarding Support:
• Deliver training materials, user onboarding support, and knowledge transfer for administrators, HR staff, managers, and end users as required.
- Documentation:
• Provide implementation documentation, system configuration documentation, user guides, administrator guides, support procedures, and any other materials required for ongoing operation of the solution.
- Ongoing Support and Service Model:
• Provide details on support availability, service levels, issue resolution, maintenance, upgrades, hosting responsibilities, and vendor support channels.
- Pricing and Cost Breakdown:
• Provide a detailed pricing model that includes software licensing or subscription fees, implementation and configuration costs, data migration costs, training costs, support and maintenance fees, and optional modules or services.
- Assumptions, Exclusions, and Optional Components:
• Clearly identify all assumptions, dependencies, exclusions, limitations, optional modules, and additional costs that may affect scope, schedule, pricing, or implementation.
- Core HR & Employee Management
• Employee Database
• Onboarding and Offboarding
• Performance Management
- Talent Acquisition
• Recruitment / Applicant Tracking System (ATS)
• Job Posting Integration
• Candidate Application Management
- Workforce Management
• Time Tracking
• Payroll (native or integrated)
• Support for Unionized Environments
- Learning & Development
• E-learning / Learning Management System (native or integrated)
- Compliance & Safety
• Compliance Support
• Health and Safety Tracking
• WSIB / Incident Reporting
- Technical Requirements
• Cloud-based, third-party hosted solution
• Microsoft Single Sign-On (SSO) integration
• Data security and privacy compliance (e.g., act or applicable standards)
• Integration capabilities (API availability)