HRIS Consultant Course

Lesson 1 • HRIS Vendor Landscape Overview

Surveys major HRIS platform categories and deployment models. Enables consultants to advise clients on fit-for-purpose system selection.

Lesson 2 • Core HR Data Structures and Entities

Explains foundational data objects—employee records, positions, jobs, and org units. Understanding these structures is prerequisite to configuring any HRIS module.

Lesson 3 • What HRIS Is and Why It Matters

Defines HRIS, its role in HR operations, and its business value. Establishes the conceptual baseline for all subsequent technical and consulting content.

Lesson 4 • HR Process Mapping Fundamentals

Introduces process mapping as a tool for aligning HR workflows to system design. Produces process maps that guide configuration decisions throughout the course.

Lesson 1 • Tenant Setup and Environment Management

Covers initial tenant provisioning, environment types, and sandbox strategy. Proper environment management prevents costly production errors during implementation.

Lesson 2 • Security Roles and Access Control

Designs role-based security models that protect sensitive HR data while enabling appropriate access. Security design is validated against least-privilege principles.

Lesson 3 • Organizational Structure Configuration

Guides configuration of company, cost center, and org unit hierarchies. These structures underpin every downstream module and reporting output.

Lesson 4 • Job and Position Management Setup

Configures job families, grades, and position management frameworks. Accurate job architecture drives compensation, recruiting, and succession modules.

Lesson 1 • Termination and Offboarding Workflows

Designs termination events, offboarding checklists, and final pay triggers. Proper offboarding protects data security and ensures regulatory compliance.

Lesson 2 • Employee Self-Service Configuration

Enables and customizes employee self-service portals for personal data updates and requests. Self-service reduces HR administrative burden and improves data accuracy.

Lesson 3 • Hire and Onboarding Transactions

Configures hire events, onboarding checklists, and new-hire data collection. Accurate hire transactions are the entry point for all downstream HR processes.

Lesson 4 • Leave and Absence Management

Configures leave types, accrual plans, and absence calendars. Leave data feeds payroll and compliance reporting, making accuracy critical.

Lesson 1 • Payroll Architecture and Integration Models

Explains native payroll vs. third-party payroll integration patterns. Choosing the right model determines data latency, error risk, and maintenance complexity.

Lesson 2 • Pay Group and Pay Period Setup

Configures pay groups, frequencies, and calendars that govern payroll runs. Correct pay group assignment ensures employees are paid on the right schedule.

Lesson 3 • Time Tracking and Scheduling Configuration

Sets up time entry methods, work schedules, and overtime rules. Time data accuracy directly impacts payroll cost and labor compliance.

Lesson 4 • Earnings, Deductions, and Benefit Codes

Maps earnings types, deduction codes, and benefit premiums to payroll elements. Accurate code mapping is essential for correct gross-to-net calculations.

Lesson 1 • Recruiting and Applicant Tracking Setup

Configures job requisitions, candidate pipelines, and offer workflows. A well-designed ATS reduces time-to-fill and improves candidate experience.

Lesson 2 • Performance Management Configuration

Builds review templates, rating scales, and calibration workflows for performance cycles. Consistent configuration ensures fair, defensible performance outcomes.

Lesson 3 • Learning Management System Integration

Connects LMS data to the HRIS for training completion tracking and compliance reporting. Integration eliminates duplicate data entry and enables skills-gap analysis.

Lesson 4 • Succession and Career Development Configuration

Builds talent pools, readiness ratings, and career path frameworks in the system. Succession data enables proactive workforce planning and retention strategies.

Lesson 1 • Reporting Architecture and Data Sources

Maps HRIS data domains, reporting objects, and data refresh cycles. Understanding the data layer prevents incorrect report outputs and misinterpreted metrics.

Lesson 2 • Standard and Custom Report Building

Constructs standard operational reports and custom ad-hoc queries using HRIS report builders. Proficiency here satisfies the majority of day-to-day client reporting needs.

Lesson 3 • Predictive and Advanced Analytics Basics

Introduces predictive models for attrition, flight risk, and workforce demand. Consultants learn to configure and interpret built-in predictive analytics tools.

Lesson 4 • Workforce Metrics and KPI Design

Defines and configures key workforce metrics such as turnover, headcount, and time-to-fill. Standardized KPI definitions ensure consistent measurement across the organization.

Lesson 1 • Go-Live Preparation and Hypercare

Executes cutover planning, go-live readiness checks, and post-launch support protocols. Structured hypercare reduces post-go-live incident volume and user frustration.

Lesson 2 • Testing Strategy and UAT Management

Builds unit, integration, and user acceptance testing plans for HRIS deployments. Rigorous testing prevents defects from reaching production and eroding user trust.

Lesson 3 • Implementation Phases and Governance

Outlines waterfall, agile, and hybrid implementation frameworks and their governance structures. Selecting the right methodology reduces scope creep and schedule risk.

Lesson 4 • Requirements Gathering and Fit-Gap Analysis

Conducts structured discovery workshops to capture functional requirements and identify system gaps. Thorough fit-gap analysis prevents costly late-stage redesign.

Lesson 1 • HRIS Roadmap and Strategy Development

Builds multi-year HRIS roadmaps aligned to business strategy and workforce plans. A credible roadmap positions the consultant as a long-term strategic partner.

Lesson 2 • Post-Implementation Optimization and Support

Establishes continuous improvement cycles, release management, and support model design after go-live. Ongoing optimization maximizes long-term HRIS ROI for clients.

Lesson 3 • Stakeholder Management and Executive Communication

Applies stakeholder mapping, influence strategies, and executive briefing techniques. Effective communication converts technical findings into decisions that drive project success.

Lesson 4 • Vendor Selection and RFP Management

Designs RFP processes, evaluation scorecards, and vendor demonstration scripts. Objective vendor selection protects clients from costly mismatched technology investments.