Skip to main content
People Experience Solutions

Project examples

Project examples

PES works on complex people technology problems where HR, payroll, workforce operations, data, integrations, compliance and delivery risk overlap. The examples below show the types of issues we help organisations work through.

Payroll and time-to-pay risk review

Situation

An organisation with complex shift-based and casual workforces needed to understand whether the time-to-pay process — from roster and award interpretation through to payroll output — was accurate, auditable and defensible.

PES role

Reviewed the end-to-end time-to-pay process, assessed system controls and interpretation practices, identified risk areas and prepared a risk-ranked findings report for leadership.

Outputs

  • Time-to-pay process map
  • Risk and gap register
  • Award interpretation observations
  • Control weakness summary
  • Executive recommendations

Decision supported

Whether to prioritise payroll remediation, award configuration review or process redesign before committing to broader transformation investment.

Payroll assuranceTime-to-payRisk review

Business case for HRIS and payroll replacement

Situation

An organisation running end-of-life payroll and HR platforms needed investment approval from executive and board stakeholders before a replacement program could proceed.

PES role

Developed the business case structure, options analysis, cost and benefit assumptions, risk framing, roadmap and implementation considerations.

Outputs

  • Business case
  • Options analysis
  • Cost and benefit model
  • Risk register
  • Roadmap
  • Executive presentation pack

Decision supported

Which system option to pursue, what investment was required, and how the program should be sequenced across a multi-year roadmap.

Business caseHRISPayroll

Requirements and RFP support for HRIS selection

Situation

An organisation needed to go to market for a modern HRIS but had incomplete requirements, limited evaluation structure and no clear process for comparing vendor responses.

PES role

Developed structured requirements, drafted RFP documentation, defined evaluation criteria, prepared vendor demo scripts and supported the shortlisting process.

Outputs

  • Requirements pack
  • RFP and RFQ documentation
  • Evaluation criteria and scoring matrix
  • Vendor demo scripts
  • Shortlist recommendation

Decision supported

Which vendors warranted detailed evaluation and what criteria should drive the final selection recommendation.

RFP supportRequirementsHRIS selection

Implementation readiness before design workshops

Situation

A payroll and T&A implementation was approaching design and configuration activity with unresolved scope, unclear data requirements, open integration decisions and limited business readiness.

PES role

Assessed readiness gaps, facilitated pre-workshop decision-making, developed assumptions logs and prepared the business for design-phase engagement with the implementation vendor.

Outputs

  • Readiness assessment
  • Decision and assumptions log
  • Workshop preparation packs
  • Scope clarification document
  • Risk and dependency register

Decision supported

Whether the implementation should proceed to design workshops or resolve readiness gaps first, and what actions were required before vendor workshops could be productive.

Implementation readinessPayrollT&A

Delivery assurance during payroll and T&A implementation

Situation

An organisation implementing a new payroll and time and attendance system had concerns about scope alignment, vendor decision quality and test readiness as the program approached parallel run.

PES role

Provided independent advisory review across delivery governance, scope alignment, test preparation and executive reporting through the final delivery phases.

Outputs

  • Delivery assurance findings
  • Risk and issue register
  • Scope alignment review
  • Test readiness observations
  • Sponsor briefing notes

Decision supported

Whether the program was ready to proceed to parallel run and go-live, and what risks required executive attention before cutover.

Delivery assurancePayrollT&A

Workforce data and reporting governance review

Situation

An organisation operating multiple rostering, payroll and workforce management systems had fragmented data, inconsistent reporting and limited visibility of actual workforce costs and compliance exposure.

PES role

Mapped the data landscape, identified governance and integration gaps, assessed reporting integrity and documented the decisions required to improve data reliability before investing in new analytics capability.

Outputs

  • Workforce data landscape map
  • Reporting integrity assessment
  • Governance gap summary
  • Decision paper
  • Remediation priorities

Decision supported

What data remediation and governance work was required before committing to new reporting or analytics investment.

Workforce dataGovernanceRostering

Note on these examples

All examples are anonymised. Client names, sectors, project values and specific outcomes are not disclosed. Outcomes are described as "enabled" rather than guaranteed results.

If you are working through a similar situation and would like to discuss whether PES can help, contact us for a focused discussion.

Related: Services · Contact

Have a complex HR, payroll or workforce systems issue?

Send a short note and we'll arrange a focused discussion about the problem, the decision you need to make, and the support that may be useful.

Request a discovery call