In this article, Ulrika Stertzell shares her 3 key learnings from 20 years of experience with IT and HR, offering practical insights on how to implement successful HRIS projects, avoid common pitfalls, and drive lasting organisational transformation.
Implementing an HRIS successfully depends on prioritizing clear HR processes, engaging all relevant stakeholders early, and maintaining a truly global perspective.
Ulrika Stertzell Project Manager, Human Experience Management Consulting
Have you ever wondered why some HRIS projects become success stories while others drag on, exceed the budget, and struggle to take off?
I’ve worked for more than 20 years with HRIS implementations across different systems and industries, and I’ve sat on both sides of the table – as a client and as a vendor.
I’d like to share my experiences with you – whether you’re considering replacing your HRIS or facing a complex project. My hope is that you can benefit from my lessons learned and avoid making all the mistakes yourself!
One of the most common pitfalls is jumping straight into the system before the HR processes are mapped. When the foundation isn’t clear, the project becomes a moving target, and every configuration change takes longer, costs more, and creates frustration.
When you start with well-defined processes, the technology becomes the easy part. Systems can be adjusted – sometimes it’s just a matter of cost – but unclear processes slow down everything.
An HRIS isn’t “just” an IT tool. It touches every employee and influences how HR, managers, and leaders work day to day. That’s why involving HR, IT, Finance, and other key stakeholders from the start is essential.
I’ve seen what happens when teams work in silos: duplicate work, misalignment, and solutions that don’t fit real needs. When the business is engaged early, the result is always more user-friendly and much more sustainable.
In global organizations, it’s easy to get caught up in local differences—and suddenly your “global” design becomes 12 different versions of the same process. Before accepting any local variation, challenge whether it’s truly required.
A simple way to stay on track: create a “must-have” list for each country. It helps separate regulatory needs from “we’ve always done it this way.”
These three short principles have guided me through many successful HRIS implementations.
To sum sit up, implementing an HRIS successfully depends on prioritizing clear HR processes, engaging all relevant stakeholders early, and maintaining a truly global perspective.
By laying solid process foundations, working actively to practice and cultivate cross-functional collaboration, and challenging unnecessary local variations, organisations can avoid common pitfalls and achieve a smoother, more effective HRIS projects.
Ultimately, these steps pave the way for solutions that not only meet business needs but also drive meaningful transformation and long-term value.
If you’re ready to explore how smart IT solutions, strategic HR practices, and transformation expertise can develop your organisation, we’re here to talk. Reach out to us to start a conversation right here.
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