HRIS and HCM advisory for government and utilities.
An independent, vendor-neutral consulting partner for a full-suite HRIS replacement. Advisory, project management, and implementation oversight for local government and for utility organizations or similarly complex public-sector employers.
From the current HRIS to a stable go-live.
The work is the transition from the current HRIS: planning and developing the RFP, software evaluation and selection, then oversight until the new system is stable. It sits inside ERP Advisory when finance is in the same program. It stands alone when the scope is HR and payroll.
Needs assessment
What the current HRIS actually does, where payroll and workforce rules live outside it, and whether replacement is the path. Requirements gathering starts from the work, not from a vendor's module list.
Requirements
A catalogue the evaluation can be scored against: core HR, payroll, time and labor, benefits, and the rules that differ by bargaining unit. Written so a losing vendor can see why.
RFP development
Planning and developing the RFP, including what is in the suite and what stays outside it. The document has to survive a protest and a council question.
Vendor evaluation
Software evaluation and selection. Scripted demonstrations, written from the requirements, so every vendor runs the same scenarios. Scorecards trace back to those scenarios.
Selection recommendation
A recommendation the agency can defend. Avèro is paid the same whichever platform the findings support. Platform names below are engagements, not a ranking.
Contract and SOW
Contract and statement-of-work negotiation on the agency's side: scope, milestones, data conversion, testing, and what "done" means before anyone configures a system. See contract advisory.
Implementation oversight
Project management and implementation oversight while the integrator configures. The integrator works for the integrator. Avèro works for the agency. Risk management is part of the oversight, not a separate slide.
Data conversion
Oversight of data conversion: what moves, what archives, who owns each record, and how discrepancies are resolved before parallel testing starts.
Testing, including parallel payroll
Test oversight with parallel payroll in it. The new payroll runs beside the current one. Differences are explained before anyone is paid from the new system.
Organizational change
Organizational change management for a system every employee touches: managers, payroll staff, bargaining units, and the people who will answer the questions on the first paycheck.
Go-live readiness
A readiness review before cutover: open defects, untrained roles, interfaces that have not passed, and the payroll calendar the go-live has to respect.
Post-go-live stabilization
Post-go-live stabilization through the first payroll cycles, including the issues that only appear when real time, real benefits, and real deductions hit the new system.
What the requirements have to name.
Avèro writes requirements and demonstration scripts across the workforce system. The list is the scope of the advisory. It is not a claim that every module was in every engagement.
Core HR and self-service
Core HR, employee and manager self-service, and the queries and reporting HR and payroll actually run. Position, job, and the manager relationship have to match how the agency is organized, including departments that do not share a schedule.
Payroll administration
Payroll administration: cycles, retro pay, special pays, garnishments, and the rules that differ by group. Parallel payroll is how the agency proves the new calculation before go-live.
Time and labor
Time and labor administration, timekeeping, scheduling, and leave. For a utility or any 24/7 operation, that includes on-call, call-out, and shift differentials. Write the scenarios from the agency's own schedules.
Benefits administration
Benefits administration for active employees and for retirees and surviving spouses and dependents who remain on benefits. Carrier files belong in the integration inventory.
Bargaining rules
Union and collective bargaining rules, whether the employer has one bargaining unit or several. Pay, leave, scheduling, and discipline follow the agreement. Allegheny County's HCM selection covered a county with complex agreements, including scheduling, time and attendance, and leave in the scripted demonstrations. That is a county selection. It is not a claim of utility shift-work already delivered.
Labor administration
Labor administration, including disciplinary action tracking, and the reporting those cases require. The rules and the record have to survive a grievance.
Health and safety
Health and safety: drug and alcohol testing, workers' compensation claims, and the safety training that has to be current before someone is dispatched. Field crews make this a requirements item, not a brochure item.
Accomplishments
Accomplishment reporting: certifications, licenses, and degrees. For a utility, licenses and certifications are how you know a crew is legal to do the work. Track expiration, not just a scanned certificate.
Compensation and performance
Compensation and performance. Compensation rules that come from a contract or a pay plan need a demonstration with the agency's own grades, steps, and stipends.
ATS, LMS, and recruiting
Recruiting and applicant tracking, and learning management. Decide before the RFP whether ATS and LMS are in the suite or stay as separate systems with an interface. Both choices are legitimate. Leaving the decision to the vendor's proposal is not.
Retiree and pension data
Retiree and pension data, and the interfaces that carry them, are a requirements area. That includes what the HRIS must send or receive so retirees and survivors stay correct on benefits. Avèro does not claim a public-pension system integration as a completed engagement.
Integrations
An inventory, not a slogan: ATS, LMS, the finance system, timekeeping, compensation software, surveys, the internal directory, badging, benefit-vendor EDI files, and safety training. Each line names the system, the direction of the data, and who maintains it.
Many agencies start from Oracle PeopleSoft, or from another HR and payroll system the vendor will no longer carry. Moving off that starting point is a common reason to open a replacement. It is not stated here as a named past engagement. The advisory is the transition, whatever the incumbent is called. Public utilities running one HR and payroll system across service lines are covered on the utilities page.
Named only where the work is public.
These are the HCM platforms on engagements Avèro can name. They are not a shortlist, and they are not a statement about what any product can or cannot do. Where an implementation is already under contract, the same independence applies to verification and validation. Avèro has provided independent verification and validation on a regional government's Workday implementation.
City of Winston-Salem, NC
Replacement of Infor/Lawson HR and payroll with UKG Pro for HR and payroll, plus Bentek for benefits. Avèro supported RFP development, vendor evaluation and demonstrations, contract alignment (master agreement and statement of work), governance, change management, and training. The engagement began in August 2024 and is ongoing.
Blount County, TN
HR process mapping, requirements, RFP, and selection of UKG Ready for human resources, alongside Tyler Munis for finance. Data conversion, integrations, implementation oversight, and post-go-live optimization. The published case study covers the county's broader IT modernization, including Tyler Munis.
Monroe County, NY
SAP ECC replaced by Workday Financials and HCM for a county of more than 750,000 residents. Discovery, requirements, RFP, selection, PMO, and implementation oversight since February 2022.
Allegheny County, PA
HCM selection consultant for a county of about 7,000 employees with 24/7 operations and complex collective bargaining agreements. The work included the HCM RFP and scripted multi-day demonstrations (core HR, recruiting, onboarding, scheduling, time and attendance, leave, payroll, benefits, and performance). Oracle Cloud HCM was selected. The field included Workday, Dayforce, Infor, and SAP SuccessFactors. Avèro then supported the systems-integrator selection for the Oracle HCM implementation. The published case study is the County's IT strategy engagement.
Rancho California Water District
Water and wastewater utility. End-to-end project management for Infor CloudSuite, including Human Capital Management, Financials, and enterprise asset management. Contract negotiation, data migration, interfaces (Infor Public Sector, OnBase, and Cayenta CIS), user acceptance testing, and training. July 2023 to September 2024. This is the utility HCM engagement Avèro names. UKG, Workday, and Oracle HCM are not claimed here as utility engagements.
Public power, water, gas, fiber
Multi-service utilities that run one HR and payroll system across service lines, plus the CIS and billing work already on the industries page. The workforce angle is on the utilities page.
Requirements stay attached to the evidence.
Caliber is Avèro's own requirements platform. On an HRIS engagement it is where requirements, demonstration scripts, and the selection record stay tied together. It is not sold as a product.
What we know about the products, applied to one agency.
Caliber holds Avèro's vendor knowledge base: what each HCM product covers, where it tends to fit, and what a selection should test. On an engagement that record is applied to one agency. Client names, scores, and counts in these screens are blurred.
The same knowledge is then applied to a county HCM selection: which products are in the field, how they are scored against the same topics, and where the requirements are covered or still open.
The firm maintains independence by refusing the relationships that create a conflict.
Avèro holds no reseller agreements, no implementation partnerships, and no referral fees. Avèro does not take compensation from a software vendor. Avèro does not implement software. The only revenue is the agency's fee. A selection recommendation costs the same whether the findings point to UKG, Workday, Oracle, Infor, or to keeping the system the agency already runs.
Ask any consultant, in writing, about reseller agreements, implementation partnerships, and referral fees with every vendor in the field, and ask who pays them if a given logo wins. The longer version is why your HRIS consultant should not also be your implementer.
Before the RFP, and during the decision.
UKG, Workday, Oracle HCM
A decision framework for public utilities. No winner and no product score. What to verify in writing and in a scripted demonstration.
Before the municipal utility RFP
Requirements, integrations, data, ATS and LMS, governance, the internal team, and a timeline counted back from a support end date.
Utilities
Public power, water, gas, and fiber: one HR and payroll system across service lines, plus CIS and billing advisory.
Straight answers.
Does Avèro implement HRIS software?
No. Avèro does not implement software. The firm holds no reseller agreements, no implementation partnerships, and no referral fees, and it takes no vendor compensation. Advisory, project management, and implementation oversight stay on the agency's side of the table.
Which HCM platforms has Avèro supported in public-sector selections and oversight?
Named public work includes UKG Pro for the City of Winston-Salem (HR and payroll, with Bentek for benefits), UKG Ready for human resources at Blount County alongside Tyler Munis for finance, Workday HCM for Monroe County, Oracle Cloud HCM selected for Allegheny County, and Infor CloudSuite Human Capital Management for Rancho California Water District. These are engagements, not a ranking.
Does the work include parallel payroll testing?
Yes. Testing oversight includes parallel payroll: running the new payroll beside the current one and comparing results before go-live. Data conversion oversight sits in the same phase.
Tell us where you are.
A sentence is enough. You will hear back within one working day. If we cannot help, we will say so.