Services

Independent support across the full HR technology lifecycle — from the first 'what do we actually need?' through to a system that's live and working. Engage me for a single decision, a procurement, an implementation phase, or ongoing advisory. Senior help, at the point it matters.

• HR Technology Strategy & Roadmaps

  Before you shortlist a single vendor, it's worth knowing what you're solving and in what order. I map your current processes, pain points and data, then set out a prioritised, realistic roadmap: what to fix now, what to replace, and what can wait. You come away with an options paper and a plan you can take to your board.

  → Discuss a strategy review

• HRIS & Workforce Management Selection

  The best demo and the right system are rarely the same thing. I run a structured, defensible selection: requirements workshops, market longlisting, demos scored against your real scenarios, and reference checks. The result is a system that fits your processes, your data and your operating model, and a decision that stands up to scrutiny.

  → Discuss a system selection

• HR Tech Broker & Vendor Navigation

  The market is crowded and every vendor sounds the same in a demo. I help you cut through it: clarify the outcomes you need, identify the supplier types that genuinely fit, and build a focused shortlist so you don't lose weeks on the wrong products. Advice stays independent and client-led; any commercial arrangement is disclosed clearly before we start. To be clear: I never take a vendor commission on an engagement where I'm advising your selection. Where any commercial arrangement exists, it's disclosed in writing before we start, and it never sits behind selection advice.

  → Discuss vendor navigation

• Tender & Procurement Support

  Structured and public-sector procurement done properly. I draft specifications and RFT/RFP documentation, build weighted scoring models, prepare clarification questions and support evaluation governance, comfortable with eTenders, tender thresholds and public-body process. The aim is a fair, transparent process that survives challenge.

  → Discuss procurement support

• Contract & Licensing Review

  Organisations spend months evaluating demos, then sign the contract in a week. I read it before you do, checking the licensing model against how you'll actually use the system, and scrutinising liability caps, SLA credits, suspension rights, auto-renewals, lock-ins and data and exit terms. These are the clauses that look harmless on signing day and quietly cost you for years.

  → Discuss a contract review

• Client-Side Implementation & Programme Support

  Once the contract's signed, the vendor's methodology meets your reality. I sit on your side of the table through delivery: governance, scope and change control, vendor challenge, data migration oversight, UAT and go-live readiness, and stabilisation afterwards. I can lead it or work alongside your existing PM, bringing the HR, payroll and Time & Attendance knowledge that sits underneath the project plan.

  → Discuss implementation support

• Time & Attendance / Workforce Management

  A specialist area, and rarely as simple as 'a clocking system'. It sits where employment rules, pay, rostering, leave, compliance and payroll integration all meet. I help you get the rules right, handle the awkward exceptions, and make the system something managers and staff will actually use.

  → Discuss Time & Attendance

• Data, Reporting, Integration & Automation

  The hands-on, technical end. I work with both the business question and the data behind it: migration planning and validation, reporting and dashboards, SQL Server extracts, interfaces, reconciliation and practical automation. The goal is HR data you can trust and actually use to make decisions. Because this work touches employee data, it's done with GDPR and data-protection obligations front of mind — clean migrations, defensible data-processing and exit terms, and a DPIA where one's warranted.

  → Discuss a data project

• System Health Checks & Recovery

  Not every problem means a new system. Sometimes the platform you already have has drifted: gone manual, unpopular, unreliable or hard to change. I assess what's actually wrong, through stakeholder interviews and a structured review of configuration, process and data, and find the root causes rather than the symptoms. You get a prioritised recovery plan, a short-term stabilisation, and vendor-escalation support where it's needed. Often it's far cheaper to fix what you own than to start again.

  → Discuss a health check

• Irish payroll and compliance, not an afterthought

  Irish payroll has its own rules, and they're where HR-tech projects quietly fail. PAYE Modernisation and real-time reporting to Revenue, gross-to-net done correctly, the bureau-versus-native-payroll question, and now pension auto-enrolment — MyFutureFund went live on 1 January 2026, and every eligible employer is in scope. Auto-enrolment runs through payroll: eligible staff (23–60, earning over €20,000, not already in a qualifying scheme) must be enrolled, contributions deducted and remitted through the payroll instruction, with penalties for getting it wrong. I help you make sure your HR and payroll systems actually handle this correctly — not discover the gaps after go-live.