HR and Payroll Management

The efforts of the human resources and payroll workstreams are to improve foundational classification and compensation data and create standard HR and payroll practices. Doing so will increase high-value work and enhance the faculty and staff experience. 

Click here to review the Plan and Foundational Design phase's end-to-end (E2E) process documents for the HR workstream:

Please note these are draft documents that the university continues to refine, and the published information represents what was gathered during the Plan and Foundational Design phase (as of August 2017). This information was shared with Executive Sponsors at the end of the phase, and led to the formation of the Enterprise Project's strategic direction.

HR and Payroll Vision Guiding Principles were developed to help determine related business processes within the Enterprise Project’s scope, which include:

  • Recruiting & Onboarding 
  • Benefits Administration
  • Time Tracking/Absence Management
  • Learning
  • Performance Management
  • Position Management
  • Payroll Accounting & Commitments
  • Payroll Processing
  • Compensation Administration
  • Annual Merit Compensation Process
  • Fee Authorization
  • Terminations & Transfers
  • Retirement Administration
  • Non-employees
  • HR Operating Model/Service Delivery



All HR and Payroll business processes will be designed to fully leverage Workday and other enterprise technologies. During the Architect Phase, the project team and university community will design process and technology solutions to:

  • Streamline and standardize payroll, time tracking and absence management processes
  • Provide employees and managers greater control of and visibility into HR transactions, workflows and approvals
  • Simplify and create consistent HR practices across the university, including performance management and annual merit processing (AMCP/P3), onboarding, benefits administration and compensation administration


HR and Payroll leaders and staff and the Enterprise Project collaborated to identify opportunities to further improve processes and advance the institution’s operational excellence goals:

  • Service Delivery – create a long-term vision to organize and deliver HR services in an effective way to support staff, faculty, physicians and students
  • Foundational HR Data – create consistency in university HR data in collaboration with Classification and Compensation Redesign project
  • Recruit to Hire – create consistent processes and centralize select functions to improve the candidate experience, reduce hiring times and ensure transparency
  • Non-Employees – create a consistent approach to manage systems and facilities access for non-employees