How We Helped a Manufacturing Business Select the Right HRIS

The Challenge: Why the Existing HRIS Wasn’t Working

The client had already invested in an HRIS but was only using basic payroll functionality, with minimal engagement across the broader workforce. The system had not been implemented in a way that created long-term value or workforce buy-in.

With a workforce made up of both blue- and white-collar employees, the business required an HRIS that could support operational complexity, workforce visibility, and scalable HR processes.

Key challenges included:

• Fragmented systems that did not integrate with other critical business tools.
• Low usability, resulting in poor adoption and reliance on manual processes.
• Inconsistent and unstructured employee records, creating compliance and migration risks.
• Lack of a centralised approach to HR documentation and data management
• Previous negative experience with HRIS implementation, creating hesitation and low confidence in future rollout.

The business needed more than a new system. They needed clarity, structure, and confidence in making the right decision.

Our Approach: Independent HRIS evaluation process

We focused on removing guesswork and reducing implementation risk through a structured, independent process.

• Current state audit: Reviewed existing systems, data integrity, documentation, and process gaps to understand the true baseline.
• Future state definition: Workshopped what an effective HRIS needed to deliver based on workforce composition, operational needs, and business goals through consultation with the client.
• Independent market analysis: Conducted unbiased research across HRIS providers, aligning functionality, usability, and integration capability to the client’s requirements.
• Implementation readiness: Identified gaps in data structure and documentation to ensure the business was set up for a smooth and successful transition.