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Professional services firms with 75–500 employees managing time tracking, HRIS, payroll, and resource planning across multiple platforms — particularly those needing tighter integration between workforce systems and Deltek Vantagepoint.
Phased engagement scoped to the specific workforce systems and integration requirements. Engagements typically begin with a workforce systems assessment and progress through integration design, build, and enablement.
Deltek Vantagepoint · ADP · Paylocity · Microsoft 365 · UKG · BambooHR
Comprehensive inventory and gap analysis of all platforms managing employee data — HRIS, payroll, ERP, time tracking, and resource planning. Deliverable is a documented assessment with prioritized integration recommendations.
Bi-directional data synchronization between HR systems and ERP platforms — employee records, labor categories, cost rates, and organizational structure alignment.
Configuration and enablement of resource management, utilization tracking, capacity planning, and workforce analytics within Deltek or connected BI platforms.
Retained support for integration maintenance, new connection development, reporting enhancements, and adaptation as workforce tools and organizational structures evolve.
In most professional services firms, workforce data is spread across four or five platforms that don't talk to each other. HRIS manages employee records. Payroll processes compensation. The ERP tracks time and billing. Resource planning may run in the ERP, a standalone tool, or a spreadsheet that a practice leader maintains.
Each system has its own version of the employee record. Labor categories don't match between HRIS and ERP. Cost rates in payroll don't align with billing rates in project accounting. When someone is promoted, transferred, or terminated, the change must be entered in multiple systems — and it often isn't, at least not consistently or promptly.
The downstream effects are significant. Utilization reports are wrong because time data doesn't reflect current organizational structure. Project costing is inaccurate because labor rates are stale. Resource planning is unreliable because the capacity model is based on a spreadsheet that was accurate three months ago. And compliance risk accumulates whenever employee data is inconsistent across systems.
Our connected workforce engagements bring coherence to the systems that manage your firm's people data — without requiring you to replace the platforms you've already invested in.
Workforce Systems Assessment — We inventory every platform that touches employee data — HRIS, payroll, time tracking, ERP, resource planning, talent management — and map how data currently flows between them. The output is a clear picture of gaps, redundancies, and risk areas.
HRIS & ERP Integration — Bi-directional data synchronization between HR systems and your ERP platform — employee records, labor categories, cost rates, organizational structure, and employment status changes.
Payroll Integration — Connections between payroll platforms and ERP that ensure labor costs, tax allocations, and compensation data flow accurately into project accounting without manual reconciliation.
Resource Planning Enablement — Configuration and enablement of resource management capabilities within Deltek or connected planning tools — utilization tracking, capacity forecasting, skill-based assignment, and bench management.
Workforce Analytics — Dashboards and reports that connect workforce data to business outcomes — utilization by practice, labor cost trends, overtime analysis, capacity vs. demand forecasting, and attrition impact modeling.
Time & Expense Optimization — Review and optimization of time entry workflows, approval routing, expense processing, and compliance controls to improve accuracy and reduce administrative burden.
Assess — We conduct a comprehensive workforce systems inventory, interview HR, finance, and operations stakeholders, and document current data flows and manual workarounds.
Design — Integration architecture is designed around your firm's specific organizational structure, compliance requirements, and operational rhythm. Every data flow is specified: direction, frequency, validation rules, and exception handling.
Implement — Integrations and configurations are built, tested with real employee data, and deployed in phases. We validate accuracy across systems before each go-live.
Enable — Teams are trained on the connected environment. Resource planning capabilities are activated. Workforce analytics are deployed. The goal is a workforce data ecosystem that supports decisions, not just records.
