HR, payroll and workforce advisory
People Experience Solutions helps mid-to-large organisations assess current-state risk, define future-state requirements, build business cases, run vendor selection and prepare for implementation.
Specialist support across HRIS, payroll, time & attendance, rostering, workforce management, integrations, operating model and delivery assurance.
PES is the firm you call when HR, payroll, time & attendance, rostering and workforce data are messy, risky, political, expensive or poorly understood.
The situations PES is called into are almost always messy, high-risk, time-sensitive or politically complex — and often all of these at once.
Services
PES works with organisations before, during and after major people technology decisions. The focus is on reducing ambiguity, improving decision quality, and giving internal teams, executives and vendors the artefacts they need to move forward with confidence.
A structured review of current systems, processes, data flows, integrations, controls, pain points, manual workarounds and compliance risks.
Typical outputs
Current-state assessment · Systems and integration map · Process and control observations
Definition of the target technology, process, data, integration, governance and operating model direction.
Typical outputs
Future-state options · Target operating model · Roadmap
Development of an investment case for HR, payroll, T&A, rostering or broader workforce systems change.
Typical outputs
Business case · Cost model · Benefits model
Development of practical requirements, evaluation criteria, RFP/RFQ materials, demo scripts, vendor questions and scoring tools.
Typical outputs
Requirements pack · RFP/RFQ documents · Evaluation criteria
Clarification of how work should be performed, owned and governed across HR, Payroll, IT, Finance, Operations and vendors.
Typical outputs
Process maps · Role and responsibility matrix · RACI
Preparation before configuration, build and implementation activity begins.
Typical outputs
Implementation readiness assessment · Design workshop preparation packs · Data and integration assumptions
Why PES
PES does not sell software, resell licences or act as an implementation partner. The role is helping clients make better decisions about software selection, scope, risk and delivery, using evidence and independent analysis rather than product preference.
That independence matters when shaping an RFP, assessing vendor claims, building an investment case or preparing a program for delivery.
Specialist focus on HR, payroll, time & attendance, rostering and workforce systems
Strong understanding of Australian payroll and workforce compliance complexity
Works across HR, Payroll, IT, Finance, Procurement and Operations
Practical outputs designed for use by internal teams, executives and vendors
Clear executive-level recommendations
Engages from light-touch advisory to intensive delivery support, depending on the situation
Independent of software vendors, licences and implementation partner relationships
How we work
A structured but practical approach designed to fit the situation, the organisation's capability, and the decision or delivery risk involved.
Establish the facts quickly through workshops, artefact review, process walk-throughs, data checks and stakeholder interviews.
Turn ambiguity into options, trade-offs, recommendations and documented decisions.
Support execution through clear scope, governance, implementation readiness, assurance and practical delivery support.
Project examples
PES works on complex people technology problems where HR, payroll, workforce operations, data, integrations, compliance and delivery risk overlap.
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
Decision supported
Whether to prioritise payroll remediation, award configuration review or process redesign before committing to broader transformation investment.
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
Decision supported
Which system option to pursue, what investment was required, and how the program should be sequenced across a multi-year roadmap.
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
Decision supported
Which vendors warranted detailed evaluation and what criteria should drive the final selection recommendation.
When to call PES
Most organisations that call PES have a decision coming up, a program losing clarity, or a risk that has not yet been properly assessed. Early engagement almost always produces better outcomes.
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.
