Has your business outgrown its HR systems?
Growth brings new demands on your HR systems. Meeting them takes more than new software.
It takes a plan and leadership to deliver it.
Your business has evolved. Have your HR systems kept up?
As organizations grow, expand geographically, or acquire businesses, the systems and processes that once worked well can struggle to keep pace. Disconnected applications, manual workarounds, and fragmented workforce information create mounting challenges across HR, IT, Finance, and operations. But modernization isn’t simply about replacing software. It requires understanding what needs to change, establishing priorities, and managing a complex initiative while the business keeps running.
Mavendog leads HR systems modernization programs from assessment and planning through technology selection, implementation, and workforce transitions. We take ownership of execution, manage the moving parts, and drive the work forward.
The HR Systems Programs We Lead
HR Systems Modernization & Transformation
Modernizing HR begins with understanding what needs to change, not shopping for software. As organizations grow and operations become more complex, existing systems and processes can struggle to keep pace. Mavendog leads current-state assessments, requirements development, technology roadmapping, and vendor selection, helping organizations organize and execute the modernization work ahead.
HR Technology Implementation & Workforce Systems
Selecting the technology is one thing. Making it work across an enterprise is another. Mavendog leads implementations involving core HR, recruiting, onboarding, learning, talent management, payroll, and workforce applications. Our leaders take ownership of execution, manage systems integrators, tackle dependencies, and drive testing, deployment, and organizational readiness.
Payroll doesn’t wait for an acquisition to settle down. Neither do benefits, timekeeping, or employee obligation. Mavendog leads the HR systems integration and transition work that accompanies mergers, acquisitions, and organizational change, managing critical dependencies and deadlines while keeping essential workforce operations running.
Where We Lead Execution
You may know your HR systems are overdue for modernization. You may have a new platform in mind, a vendor making promises, or an acquisition creating immediate demands on payroll and employee data. But who is assessing what needs to change, coordinating HR, IT, Finance, and payroll, and managing the work from planning through execution?
That’s where Mavendog comes in:
Modernization starts with understanding what you have, what isn’t working, and what actually needs to change. We lead the discovery, assessment, and planning work that gives HR technology initiatives a sound foundation.
- Current-state HR technology and application assessments
- HR process mapping, evaluation, and improvement
- Business requirements gathering and documentation
- HR, IT, Finance, and payroll stakeholder coordination
- Technology roadmaps, initiative prioritization, and sequencing
- Business case development, scope definition, and program readiness
A polished demonstration doesn’t guarantee a successful implementation. We manage the evaluation and selection process so organizations can make informed decisions before committing to platforms, vendors, and implementation partners.
- HRIS, HCM, payroll, timekeeping, and workforce technology evaluations
- Requests for information and proposals (RFIs/RFPs)
- Vendor demonstrations, evaluation criteria, and scoring
- Business, technical, and integration requirements validation
- Systems integrator and implementation partner selection
- Vendor selection governance, decision support, and implementation planning
The software vendor may own the product, but someone still needs to own the enterprise implementation. We lead the client-side execution, coordinate the moving parts, and hold delivery teams accountable.
- HRIS, HCM, payroll, learning, and talent systems implementations
- Client-side program and project leadership
- Integrated schedules, milestones, budgets, and critical-path management
- Systems integrator coordination and vendor accountability
- Cross-functional workstream, risk, issue, and dependency management
- Executive governance, reporting, escalation, and decision support
HR systems don’t operate in isolation. Employee records, payroll, benefits, timekeeping, and enterprise applications must work together, often across multiple platforms and business units. We manage the coordination required to bring those pieces together.
- HR and payroll data migration planning and coordination
- System interface and integration workstream management
- Data validation, reconciliation, and testing coordination
- User acceptance testing (UAT) planning and execution oversight
- Deployment schedules, cutover planning, and go-live readiness
- Post-implementation stabilization and operational handoff
Employees still need to be paid. Benefits must continue. Workforce records have to be accurate. We lead the HR technology workstreams behind mergers, acquisitions, divestitures, and organizational transitions where missed deadlines can have immediate consequences.
- HR systems integration and separation program leadership
- Acquired-company HR and payroll platform transitions
- Employee data conversion, validation, and migration coordination
- Payroll, benefits, and timekeeping continuity planning
- Day 1 readiness, transition milestones, and critical dependencies
- Multi-organization HR technology integration and operational stabilization
Even a technically successful implementation can stumble when the organization isn’t ready. We keep stakeholders engaged, decisions moving, and the business prepared for the operational changes ahead.
- HR technology program governance and delivery reporting
- Executive sponsor and cross-functional stakeholder coordination
- Organizational change and communications planning
- Training, adoption, and workforce readiness coordination
- Resource planning, delivery capacity, and competing-priority management
- Transition to steady-state operations, support, and continuous improvement
Who Hires Mavendog for HR Systems Modernization & Transformation
HR Systems initiatives create complex demands across people, processes, technology, and daily operations. Mavendog is hired by organizations modernizing their HR environments, implementing new technologies, and navigating workforce transitions that require hands-on execution leadership.
HR & Human
Capital Leadership
HR & Human Capital Leadership
Modernizing HR operations, improving processes, or launching a major workforce technology initiative? When your HR teams are already stretched thin, Mavendog steps in to lead the program, take ownership of execution, and get the work done.
IT & Enterprise
Technology Leadership
IT & Enterprise Technology Leadership
Responsible for enterprise HR applications, technology selection, implementations, or integrations? Mavendog provides program leadership to manage delivery, hold systems integrators accountable, and mitigate the risks that can derail major HR technology initiatives.
Finance, Payroll
& Business Leadership
Finance, Payroll & Business Leadership
Whether replacing payroll systems, integrating acquisitions, or transitioning workforce operations, Mavendog leads the critical work where accuracy, deadlines, and business continuity leave little room for error.
Selected Client Engagements
Selected highlights of our HR systems leadership across global SuccessFactors and talent management programs in manufacturing; multi-client HR and payroll operations in HCM professional services; and HR technology implementation and vendor selection in foodservice.
Transforming HR Technology Across a Global Enterprise
Confidential Global Manufacturing Company
The Challenge
A global manufacturing enterprise faced the considerable challenge of modernizing and integrating human resources systems across a complex, multinational organization.
The company undertook several major HR technology initiatives, including SAP SuccessFactors, enterprise payroll, recruiting and onboarding, and global learning and talent management systems. Each presented challenges involving regional business requirements, legacy applications, implementation partners, employee data, and organizational change.
These were not simply technology implementations. They were enterprise programs affecting how employees were hired, paid, trained, and managed. The client needed experienced delivery leaders who could take ownership of execution, manage implementation partners, and keep complex, interdependent work moving.
Mavendog's Role
Mavendog provided senior program and project leadership across several significant HR Systems initiatives:
- SAP SuccessFactors Enterprise Implementation: Mavendog provided the client-side program manager responsible for leading a major SAP SuccessFactors implementation and overseeing the global systems integrator. Our leader managed execution across Employee Central, Employee Central Payroll, and Recruiting & Onboarding, coordinating internal HR and IT teams, business stakeholders, and implementation partners. Responsibilities included managing schedules, dependencies, risks, issues, and cross-functional decisions. Dedicated project and change management leadership also supported business requirements, communications, and organizational readiness.
- Global Learning Management System Implementation: In a separate engagement, Mavendog led the client's global LMS initiative, from requirements development and vendor selection through implementation, testing, deployment, and organizational readiness. Our delivery leader coordinated business units, regional requirements, external vendors, and operational support planning. The engagement continued through successive phases as Mavendog's responsibilities expanded beyond the original LMS initiative.
- Global Talent Management & Related HR Initiatives: Building on the LMS work, Mavendog's leadership expanded into learning technology consolidation, recruiting optimization, and employee rewards and recognition. Additional engagements involved workforce management, timekeeping, payroll system reviews, legacy HR application retirement, and specialized payroll testing leadership.
These initiatives were successfully completed, strengthening the client's HR technology capabilities and establishing Mavendog's reputation for dependable enterprise program leadership. Their success helped build a broader consulting relationship spanning nearly a decade, with Mavendog subsequently supporting the organization across numerous other types of enterprise programs.
SAP SuccessFactors · Enterprise HRIS Program Leadership · Systems Integrator Oversight · Global LMS Implementation · Talent Management · Payroll & Workforce Systems · Organizational Change Management
Managing Workforce Complexity Across Multiple Businesses
Confidential Human Capital Management Services Provider
The Challenge
A specialized provider of outsourced human capital management (HCM), payroll, benefits administration, and HR technology services supported a diverse portfolio of business clients, each with its own workforce requirements, systems, and operational demands.
Unlike an organization managing a single internal HR environment, the company was responsible for coordinating critical workforce processes across numerous independent client organizations. Each brought different payroll calendars, benefits structures, employee populations, technology configurations, and compliance considerations.
The complexity intensified during annual benefits enrollment periods and the integration of newly acquired businesses, when multiple workstreams, sensitive employee information, and immovable operational deadlines converged. The company needed experienced delivery leadership capable of managing simultaneous initiatives across HR, payroll, benefits, and technology teams.
Mavendog's Role
Mavendog provided senior project and program leadership across concurrent HR and payroll initiatives, with responsibilities expanding as the client entrusted our delivery leader with additional work.
- Enterprise Benefits & Open Enrollment Coordination: Mavendog led annual open enrollment coordination across more than 32 client organizations, each with distinct employee populations, payroll calendars, benefits requirements, and operational dependencies. Our leader managed schedules, coordinated HR and payroll stakeholders, monitored employee data readiness, and addressed dependencies affecting benefits transitions and enrollment activities. The work demanded careful sequencing and disciplined management of deadlines across multiple client environments.
- M&A HR & Payroll Integration: Mavendog also led HR and payroll integration activities associated with acquired businesses, coordinating employee information, benefits administration, retirement programs, timekeeping, and payroll processes. Responsibilities included managing system configuration dependencies, data requirements, external providers, and transition schedules. As the engagement progressed, our delivery leader assumed additional ownership of these integration initiatives alongside ongoing client commitments.
The engagements were successfully completed, helping the organization manage demanding HR and payroll initiatives across a diverse portfolio of clients. Mavendog's expanding responsibilities demonstrated the client's confidence in our ability to take ownership of complex, time-sensitive work where deadlines, accuracy, and coordination were critical.
Multi-Client HR Program Leadership · Benefits & Open Enrollment · M&A HR Integration · Payroll Systems · Employee Data Readiness · Cross-Functional Coordination · Operational Transitions
Modernizing Workforce Systems Across a Diverse Enterprise
Confidential North American Foodservice Management Company
The Challenge
A major North American foodservice management company undertook several initiatives to modernize its human resources, payroll, and workforce management capabilities across a diverse portfolio of businesses and operating locations.
With a large, geographically dispersed workforce, the company faced complex requirements involving employee data, payroll accuracy, time and attendance, legacy processes, and coordination among HR, IT, Finance, and external technology providers.
These initiatives required experienced project leadership to manage implementation dependencies, coordinate vendors, support critical testing activities, and evaluate workforce technology solutions without losing sight of operational requirements.
Mavendog's Role
Mavendog provided experienced project leadership across separate HR technology engagements involving SAP SuccessFactors, ADP Payroll, and Kronos workforce management solutions.
- SAP SuccessFactors & ADP Payroll Implementation: Mavendog supported implementation and testing activities involving SAP SuccessFactors Employee Central and ADP Payroll. Our project leader coordinated HR, IT, payroll stakeholders, and implementation partners across data migration, configuration dependencies, and system testing. Responsibilities included user acceptance testing, payroll parallel testing, end-to-end validation, defect tracking, and remediation. With payroll accuracy and employee data integrity at stake, the work demanded disciplined execution and close coordination across technology and business teams.
- Kronos Time & Attendance Modernization: In a separate engagement, Mavendog led the technology and implementation partner selection process for a workforce time and attendance modernization initiative. Our leader coordinated business requirements, vendor communications, RFP activities, solution demonstrations, and proposal evaluations, along with implementation planning, project governance, and change readiness considerations. The work helped establish a foundation for the client's workforce management modernization.
Both engagements were successfully completed, supporting the client's broader HR technology modernization efforts. Together, they demonstrate Mavendog's ability to manage complex workforce technology initiatives across different stages of delivery, from vendor selection and planning through implementation support, testing, and operational readiness.
SAP SuccessFactors · ADP Payroll · Kronos · HRIS Implementation Support · Payroll Integration & Testing · Technology & Vendor Selection · Workforce Management · Project Delivery Leadership