Exclusive interview with Barbara Spitzer, Chief People Officer, Arabella Advisors
Q: What were your biggest challenges during the HRIS implementation process, particularly when integrating payroll systems—and how did you overcome them?
Barbara: In my experience, the most daunting challenges during HRIS implementation are migrating legacy payroll data into the new system without data loss or corruption. With payroll records often stored in varying formats across different regions, successful integration depends on rigorous data audits, multiple test cycles, and detailed change management planning.
Effective change management starts early: engaging stakeholders from payroll, finance, IT, and end-user groups helps align the project with business needs, ensures transparency, and prepares the organization for the transition. Running payroll in a sandbox environment, in parallel with the live system, is crucial for identifying discrepancies early and building end-user confidence before going live. Additionally, by setting clear guidelines around customizations—favoring out-of-the-box features and customizing only for actual business needs—organizations minimize long-term maintenance and support headaches, making future upgrades more manageable. Change management activities, such as training, process design, and communication, are crucial to facilitating a smooth transition and ensuring that managers and employees adopt new ways of working.
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