an 18–36 month renovation · process before software · most failures are implementation
HRIS strategy & vendor selection
A tier-1 HRIS implementation is an 18–36 month, $M–$10M+ undertaking. Most failures aren\'t about picking the wrong vendor — they\'re about treating the project as software installation instead of process transformation.
The renovation calendar
01 · VISION
3–6 months
Design how HR will operate in the future state. Process maps, role redesign, new operating model. CHRO leads — not IT, not procurement.
02 · SELECT
3–6 months
RFP with weighted scoring, vendor demos using your data, reference calls with companies your size, contract negotiation including exit clauses.
03 · BUILD
6–18 months
Configuration, integration with payroll/finance/IT systems, legacy data migration (the hardest part), iterative testing.
04 · DEPLOY
1–3 months
Cutover weekend, hypercare period, manager training, employee comms. Big-bang vs phased — senior HR weighs the trade-off explicitly.
05 · ADOPT
ongoing
Post-go-live optimization, expansion modules, KPI tracking, value realization. Adoption is what produces the ROI on the slide deck.
architecture · suite
Workday · SuccessFactors · Oracle · UKG
Single platform across all HR modules. Better integration, single data model, single login. Worse best-in-class features in any specific area. The right answer for multinationals at scale.
architecture · best-of-breed
Greenhouse + Lattice + Gusto + Lever + ...
Pick the best tool per category. Better feature depth in each. Worse integration cost — you\'re stitching APIs across vendors. Right answer for mid-market with niche depth requirements.
the rule that surprises most HR leaders
Implementation, not selection, is where HRIS projects fail.
Most stalled implementations have an adequate vendor and a broken change-management plan. Senior HR invests in the change-management workstream up front — not as a Phase 4 afterthought — and treats legacy data migration as a substantial workstream instead of an IT task.
Exam Traps
Best-of-breed vs suite is strategic
Suite (Workday) vs best-of-breed (Greenhouse + Lattice + Gusto + ...) trade-offs. Senior HR weighs integration cost vs feature quality.
Implementation > selection in risk
Most HRIS failures are implementation, not selection. Senior HR invests in change management, not just RFP scoring.
Data migration is the hardest part
Legacy data quality, mapping, validation. Senior HR plans data work as substantial workstream, not afterthought.
Vendor lock-in is real
Switching costs exceed selection cost. Senior HR negotiates exit clauses and data portability at contract.
Selection without business case fails
IT-led selection without HR strategy alignment produces feature mismatch. Senior HR drives requirements, not vendor demos.
Future-state design first
Design future-state HR processes before vendor selection. Vendor configures to design, not vice versa.
Design how HR will operate before picking tools. Process before software.
Vendor evaluation with weighted criteria, references, demos.
Configuration, integration, data migration, testing.
Cutover, employee training, manager change management.
Post-go-live optimization, expansion modules, value realization.
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