What I do
HR Technology Consulting 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.
Choosing the right system
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 reviewHRIS & 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 selectionHR 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 navigationTender & 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 supportContract & 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 reviewDelivering it properly
Client-Side Implementation & Programme Management
Once the contract's signed, the vendor's methodology meets your reality. I run the delivery on your side of the table — as your project or programme manager, fractional or full-time, depending on the engagement — holding the vendor to the plan, managing the detail under it, and steering through to a go-live you can rely on. The vendor's PM works for the vendor. Yours works for you.
Discuss client-side programme managementTime & 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 & AttendanceData, 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 projectGetting more from what you have
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 checkIrish 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.
Discuss payroll & complianceData-safe automation & AI-built tools
Legacy extracts, secure handovers, system decommissions and migration loose ends — automation built with AI and run inside your own environment, so sensitive data never leaves. The jobs that shouldn't be done 5,000 times by hand.
Discuss data-safe automationWays in
How to work with me
Engagements are shaped around the decision in front of you, not a fixed package — and every one starts with a conversation.
Diagnostic / Health Check
Best for: you know something's wrong, but not what to replace or fix first.
Selection or Procurement
Best for: choosing a new system, or running a tender that has to stand up.
Client-Side Programme Management
Best for: a delivery that needs a client-side PM — fractional or full — who knows the detail under the plan.
Ongoing / Retained Advice
Best for: continuity after the project, or steady access to expertise without a hire.
Not sure which fits?
Tell me what's in front of you and we'll work out the right way in.