Human Resource Information System

The Vendor is required to provide human resource information system (HRIS) that supports the employee lifecycle across the branch, including core human resources (“HR”), recruiting, onboarding, off boarding, performance management, records management, reporting, and related workforce support functions.
1. Core HR and personnel functionality
• The HRIS must provide a centralized core HR module to maintain accurate and authoritative employee records for office.
• The HRIS must permit configuration to support employee demographics, job and position data, organizational structures, reporting relationships, and employment status changes.
• Authorized users must be able to manage employee records through configurable workflows without requiring vendor intervention.
• The core HR module shall support employee and manager self-service functionality by enabling users to securely view and update permitted information.
• The HRIS must contain comprehensive audit trails capturing record additions, updates, deletions, and user access activity: historical record retention; and configurable role-based access controls.
2. Recruiting
• The HRIS shall support recruiting and applicant tracking functionality, either through a native talent acquisition platform or through integration with an existing external talent acquisition platform, as further such functionality shall support job requisitions, position posting, applicant tracking, interview workflows, offer generation and approvals, and the capture and reporting of equal opportunity (“EO”) and compliance-related applicant data.
• The recruiting module shall provide role-based dashboards for hiring managers, HR staff, and administrators to view open positions, candidate status, and recruitment metrics.
• Configuration and administration of recruiting workflows shall be performed by authorized non-technical users without requiring vendor customization services.
3. Onboarding
• The HRIS shall provide configurable onboarding services to support employees, judges, and county funded staff.
• The HRIS shall be configurable for onboarding workflows that include task assignments, electronic forms, document acknowledgements, and training assignments tailored to user roles.
• The onboarding module shall enable coordination between HR, information technology support services (“it”), managers, and new hires and must support automated notifications, including system generated alerts and email notifications to HR staff, supervisors, it support personnel, and new hires as well as status tracking.
• Workflow configuration and updates shall be manageable by authorized users without vendor involvement.
4. Off boarding
• The HRIS must provide standardized off boarding services for voluntary and involuntary separations from employment.
• The HRIS must be configurable to contain workflows to manage termination dates, exit tasks, notifications, and associated separation documentation.
• The off boarding module shall support role-based checklists for HR, it, payroll, and security teams, and shall retain termination records based on configurable retention periods and disposition rules established by office.
5. Performance management
• The HRIS shall include a performance management module to support goal setting, performance evaluations, progress notes, notices of concern, and performance improvement plans.
• The HRIS must allow configuration of review cycles, evaluation templates, and rating structures based on office requirements.
• The module shall support supervisor notes and employee self-evaluations where applicable and provide configurable role-based secure access to performance records.
• Authorized users shall be able to configure workflows and templates without vendor intervention.