Requirement for a new HR platform for approx 400 users

We require a HR platform for 350 to 400 end-users, the platform must have the following attributes a) Cloud hosted b) Hosted within the UK c) Secure end-user access d) Mobile app; available on App Store and Google Play Store e) Verifiable disaster recovery resilient data centre and infrastructure f) Verifiable cyber security and data handling compliant g) Project deployment tasks - Single sign-on, active directory data exchange, training, Microsoft Outlook integration, onboarding, super user training h) Post project deployment support The initial contract for the platform is intended to be on a one year rolling basis, and the value of the contract is to be discussed. The platform must be able to provide majority or all the following key functions • Core HR • Recruitment and talent management - vacancy management, direct job board posting, vacancy authorisation, CV redaction • Recruitment onboarding • Self-service - employee and manager • Appraisal / Performance Development Review (PDR) • Disciplinary and Grievance • Training management • Absence • Compensation and Benefits • Overtime and zero hours contract worker management • Workflow • Document management • Policies • DBS checks • Data analytics and KPI reporting, for value capture and business intelligence, including Dashboard reporting for example for Employee, Manager and HR) Questions that have been asked and answered: - Which platform are you currently using? Currently using Softworks - which is really a time management system not a HR system. - What are the key challenges or pain points with your existing system? Understanding these will help us explore alternative options that better suit your organisation's needs. Reporting is very basic. System has lots of problems (eg email notifications do not always work) - You mentioned a user base of 350-400. How many of these users will be internal? We officially have 320 users, but with part time and cover workers, we have up to 400 - all internal. I also noted that there will be a crossover between the new and existing systems. It would be beneficial to discuss the migration process to ensure a seamless transition that aligns with your operational requirements. Do you have an idea of which elements may need to be staggered during the transition? I believe they want to be fully live by May - so live the sonner the better - as there are so many things either not workeing or missing from the current system