Remember—in HRIS, HR comes first

Companies that partner with us tend to have two things in common:

They're smart. HR teams want to leverage tech to advance performance, but they don't have deep technical backgrounds.
The companies aren't quite large enough to have the luxury of a full-time HRIS manager. As a result, HRIS falls to the IT department.

Unfortunately, this often means systems are set up by vendors who don't understand HR workflows—leaving you to deal with inaccuracies, repeated effort and workarounds.

It may also mean your IT team has access to confidential employee data, putting you at risk.

So what's the solution?

I'd love to tell you it's easy. But from the simplest payroll or PEO platform to a full-featured workforce management system, new solutions won't work for your company or talk to one another out of the box. Even the vendors' support teams rarely understand HR.

While an in-house HRIS expert may not be an option, an IS team that comes at everything from an HR-first perspective can be.

Balancing deep HR insight and IS expertise, Creative Workforce Solutions can tap in with:

Buy in. When execs see the real cost of the problem—and how it touches so many pillars of the enterprise (IT, HR, finance), they become champions. We help quantify the costs of a bad implementation, such as manual email creation because automations don't work, cleaning up data, re-entering information in multiple platforms, and poor morale.

Access. We start by figuring out who needs to know about and approve every item at every stage. We call it assigning swim lanes. It solves the too-many-cooks inertia and locks down data.

Mapping. Defining processes, policies, and business rules, outlining workflows and connections, designing forms—we go through everything by function, down to the click. This allows us to streamline processes and choose the right vendors to fill in any gaps.

Implementation. Our team can configure a system from the ground up, or integrate, clean up, and retool what you have. We'll load the data, set up reports, implement system enhancements—all as part of a larger, comprehensive HR-focused picture.

Buy in (part 2). End users get the most out of your tech with clear, human-speak SOPs, training guides and change management support.

It's all about ensuring that your HR systems support—not slow down—your people strategy. And it's often at a fraction of the cost of vendor teams.

Let's talk about it—say yes to a free assessment.

Sit down with us (online or in person) and let's talk about how many systems you're trying to maintain, where things are falling through the cracks, and what you wish you could do with technology. We can help with payroll, applicant tracking, performance management, benefits administration, on-boarding, and just about anything else.

You might be surprised at how easy it can be to untangle some of your challenges. Just send me an email and we'll get it on the calendar.

Best,

Sue Brocaglia

Practical HR for Tomorrow's Workforce