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HRIS Implementation
HRIS implementation, planned honestly.
A new HR system takes real time and real input from your team. We help you plan it, set it up and get through go-live with fewer surprises. It starts with a discovery conversation so the scope fits your situation.
Why we’re different
Fast-track implementations give you a high-level overview and a login. We design your workflows, approvals and reports, customized and optimized for your team.
- Custom workflows built around how you work
- Clean data and reports from day one
- Hands-on training your team actually uses
Systems our founder has implemented and run
UKG Pro / UltiProWorkdayADP Workforce NowPaylocityRipplingCornerstoneGusto PayrollPaychexDayforcePaycorKronos TimeHomebase Time
Highlighted: implemented end to end · Outline: hands-on experience
What we do
From selection to stable payroll.
- Help you compare platforms
- New implementations and reimplementations
- Fixing setups that are not working as intended
- Workflows, approvals, self-service and onboarding
- Payroll, time and benefits integrations
- Data migration, cleanup and audits
- Reporting and training for HR, managers and employees
Realistic timelines
6 to 12 wksSmaller systems, often Gusto, Rippling, Paylocity or Paychex for small teams
4 to 9+ moEnterprise systems like Workday or UKG, depending on modules and integrations
Typical ranges. Your timeline depends on data quality, scope and how quickly decisions get made.
What we need from you
Implementations are a shared project.
- Clean data. Employee, pay, tax, benefits and PTO records, plus time to fix what is wrong.
- Decision makers. Someone who can approve policies, pay rules and approval chains without long delays.
- Time. Usually a few hours a week from HR and payroll, more during testing and go-live.
- Vendor access. Contacts and logins for your current and new systems.
Common pitfalls
Where projects usually slip.
- Data cleanup. Old records almost always need more fixing than expected.
- Payroll parallel runs. Running old and new payroll side by side takes time, and differences must be explained before cutover.
- Change management. Managers and employees need clear communication and training, or adoption stalls.
- Scope creep. Adding modules mid-project moves the go-live date.
How we work
Discovery first, then a plan.
1. Discovery2. Plan and scope3. Configure4. Test and parallel payroll5. Go-live6. Post-launch support
Pricing
Billed hourly at $175 to $250 per hour, or fixed launch packages from $7,500 to $15,000 depending on size and modules. Scope is confirmed after discovery. Payroll processing: custom quote after your Free Discovery Call.
Starting prices. Final pricing is set after your Free Discovery Call.
Client voices
What people say.
“We needed HR best practices but could not afford a full-time hire. The HR Slugger came in and hit a home run. We got our HR built from scratch. Bravo!”
Michelle P.
“If HRIS were an art form, The HR Slugger would be the Picasso of personnel, turning our HR into a masterpiece of efficiency!”
Willie W.
“Our Paylocity rollout could have been a mess. The HR Slugger mapped every pay rule, cleaned our data before go-live, and trained our managers. We ran our first payroll without a single correction.”
June
FAQ
Straight answers.
How long does an implementation take?
Smaller systems often take 6 to 12 weeks. Enterprise systems like Workday or UKG often take 4 to 9 months or more. Data quality and decision speed matter more than the software.
Can you fix an implementation that is not working?
Often, yes. We start by reviewing the current setup, then recommend whether to fix in place or reimplement.
Which platforms do you work with?
Implemented end to end: UKG Pro/UltiPro, Workday, ADP Workforce Now, Paylocity, Rippling, Cornerstone, Gusto and Paychex. Hands-on with Dayforce, Paycor, Kronos and Homebase.
Start with a discovery call.
It starts with a Free Discovery Call. We talk through your current setup and goals before any hours are scoped.
