{"id":2519,"date":"2016-03-22T23:38:06","date_gmt":"2016-03-22T23:38:06","guid":{"rendered":"https:\/\/www.peeriosity.com\/shared-services\/articles\/?p=2519"},"modified":"2022-08-03T06:03:46","modified_gmt":"2022-08-03T06:03:46","slug":"transitioning-payroll-back-in-house-from-an-outsourcing-relationship","status":"publish","type":"post","link":"https:\/\/www.peeriosity.com\/shared-services\/articles\/2016\/03\/transitioning-payroll-back-in-house-from-an-outsourcing-relationship\/","title":{"rendered":"Transitioning HR Shared Services Back In-House from an Outsourcing Relationship"},"content":{"rendered":"

The Payroll function is one of the most common process areas in which companies leverage the benefits offered by third-party providers.\u00a0 However, in some cases, companies decide that they would like to bring this critical function back in-house after having this type of outsourcing arrangement.<\/a> This can be a very challenging initiative to carry out, with issues including access to historical Payroll data, proper staffing, developing or rebuilding in-house processes and expertise, and providing appropriate levels of employee access to Payroll support all need to be properly addressed.<\/span><\/p>\n

On a recent Peeriosity PeercastTM<\/sup>, a Fortune 100 retail company shared their experiences in migrating Payroll, along with the majority of other HR-related processes, back in-house after having the processes outsourced for over ten years to a major third-party provider.\u00a0 While the service provided during those ten years had been adequate and had helped the company to focus resources on other more pressing priorities, the company was now working on a company-wide IT initiative to consolidate, standardize, and streamline their technology infrastructure, including HR and Payroll, where, in order to achieve a maximum benefit, it made sense to transition Payroll<\/a> and many other HR-related processes<\/a> to be performed directly by company personnel.\u00a0<\/span><\/p>\n

As a result of this company-wide initiative, Payroll was part of the migration to a new directional system to support HR-related processes called Workday.\u00a0 Implementation began in 2015, with April as the cut-over month.\u00a0 While a go-live date of January 1st<\/sup> would have been simpler for a number of reasons, more pre-implementation work was needed and so they went with the beginning of a quarter instead.\u00a0 While the overall transition went smoothly, a number of issues did arise which the presenter went into greater detail regarding during the PeercastTM<\/sup>:<\/span><\/p>\n