4 steps to achieving C-level buy in for a new HRMS

When you’re in the market for a new HRMS, your C-level management will be the ‘make it or break it’ part of the decision. What does it take to convince the C-level that an HRMS will provide a good ROI and improve workplace performance?

1) Proven client references from similar sized companies or industries

While many C-level executives are risk takers, when it comes to HRMS they don’t want to be the early adopters of a product without a track record of success. Your best bet is to provide references of similar sized companies or those who have a relatively similar workforce.

2) Establish the HRMS vendor’s long-term vision and ensure alignment

Most C-level officials are long term visionaries. They are able to chart an expectation for the company for 10 or more years. Your potential HRMS must have a roadmap that your C-level can buy into and support. They need to see how this HRMS will help them to reach their own strategic vision for the company in supporting the HR business as well as the employee and manager population as a whole.

Recommended Reading: Get C-level on board with your HRMS project by calculating your HRMS ROI in 5 simple steps

3) Highlight the HRMS aspects that match the C-level expectations

Every C-level member comes with background and areas of particular attention. Some may be interested in analytics from the HRMS while others are concerned about the user experience. It is helpful to prepare extensive research and data on C-level hotspots of interest.

All will usually be interested in bottom line costs and getting value from the investment. Your business case needs to provide full details of the total cost of ownership in the implementation but as well projected out as the C-level will want to see the cost over time, and any impacts to the staffing model.

4) Create a business case for competitive advantage

Every C-level leader is looking for ways to help the company to be more successful, to do more with fewer resources and to deliver the best service to the business and employees. At the same time, this team seeks to source the top talent from the market, to hire and retain the best and the brightest to further their success.

The HRMS is the foundation for many of these activities, from daily operational excellence to being a showcase for effective talent acquisition. Your job is to help the C-level to understand how the HRMS will be the stepping stone for these activities.

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Heather Batyski

About the author…

Heather is an experienced HRMS analyst, consultant and manager. Having worked for companies such as Deloitte, Franklin Templeton and Oracle, Heather has first-hand experience of many HRMS solutions including Peoplesoft and Workday.

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Heather Batyski