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HRIS Target Operating Model

Today, companies must prioritize talent attraction, engagement, efficiency, compliance and innovation. Team structure and HR management tools play a key role in achieving business objectives.


Why should companies challenge their HRIS organization?

Reasons why companies should review their HRIS organization include:

  • The deployment of a new Information System (Global ERP, Learning and HR development, Talent management, Performance management, Payroll and administrative, HR Analytics, ect...) 
  • Cost and performance optimization 
  • Post-merger acquisition 
  • Creation of a new service 
  • HRIS redesign 
  • Outsourcing 
  • Creation of a Shared Service Center 
Organisation SIRH

The HRIS organization is the focal point of the implementation of the Global, HR and IT strategies


Helping define the most efficient HRIS organization

An HRIS Target Operating Model (TOM) help companies reach their objectives by defining:

Their current... 

  • Structures: the organizational structure and governance that an organization has in place to manage its operations;  
  • Key processes: personnel management, workforce planning, employee training and development, performance management, compensation and benefits, absence management, and more;
  • Systems: technologies and software applications;
  • Structures: organizational structure and governance that an organization has in place to manage its operations;
  • Resources: people, skills, and other assets that an HRIS department needs to carry out its operations. 

and the different driving factors behind these areas, as well as the vision of the future HRIS department and the levers to achieve it.  

The HRIS Tom allows the company to define a clear vision for the role that the HRIS department should play within the organization and identify necessary improvements to achieve that goal. 


Establishing the main stakes

HRIS Target Operating Model is a crucial tool to optimize the HRIS department and deal with the different stakes that an HRIS has to face: 

  • Diversity of the HRIS departments: complexity of organizations (type, integration of HRIS, governance), distinction between local and global organizations, articulation between project (build) and operations (run).
  • Increasing use of HRIS systems: number of users, articulation between HR and IT teams.
  • Complexity of the HRIS landscape: multiplicity of applications and data, impact of innovation and new technologies.
  • Change in the way of working: remote work, new managerial expectations, workplaces and employee commitments. 
HRIS Target Operating Model

We adapt our approach to your priorities

Our approach takes into account the business need, and the alignment with the global strategy and the HRIS roadmap. Our proposals will be made independently, according to the analysis carried out, and also based on successful organizational models. 

Our approach

Our approach guarantees a rapid and efficient implementation of the TOM, based on a strong involvement of the business. It should lead to the following outcomes: 

Our approach

Our convictions

# Conviction
Conviction #1 Integrate agility and operational efficiency
Conviction #2 Start from a shared strategic vision
Conviction #3 Adapt to new ways of working
Conviction #4 Build a sustainable organization
Conviction #5 Provide teams with the right skills
Conviction #6 Do not underestimate the data and security aspects
Conviction #7 Define the HRIS activities to be considered

Client projects

Transportation, shipping and logistics sector

Definition of the HRIS and Digital HR TOM 

  • Design the organizational model.
  • Define the main mission statements by function and the target HRIS governance bodies.
  • Formalize a RACI of the HRIS and Digital HR activities.
  • Define the change management activities framework.

Model chosen: organization by macroprocesses  

Energy sector

Definition of the HRIS and Digital HR TOM  

  • Design the organization model with a good balance between HR and IT.
  • Define the new governance committees by functional expertise and formalize a RACI.
  • Create new offerings: HR legal analysis & HR Data services.
  • Evaluate the cost efficiency of the organization's roadmap.

Model chosen: organization by HRIS functional expertise 

Construction sector

Definition and implementation of the HRIS Transformation Roadmap 

  • Support the definition of drivers, roles and, responsibilities of the HR Operating Model from a Holding-Local perspective.
  • Design the Group HRIS Architecture in terms of processes, systems, and integration interfaces.
  • Implement the Core HR Employee Central Cloud.

Model chosen: organization by customer/market 

Contact us to find out how we can help

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