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In a rising metropolis, HR wants a accomplice in IT to be able to deal with conventional duties and trendy challenges. In Tampa, Russell Haupert oversees that relationship as chief data officer, chief know-how officer and director of know-how and innovation, serving the Florida metropolis of about 400,000 residents and 4,800 full-time and part-time staff. HRE spoke with Haupert at this week’s Oracle CloudWorld occasion in Las Vegas to debate how a small IT division was in a position to transfer from Nineties-era know-how to a contemporary cloud system.
This interview has been calmly edited for readability and brevity.
HRE: You joined as Tampa’s chief data and know-how officer a decade in the past. What was the HR know-how like at the moment?
Russell Haupert: After I began this job, we have been a mainframe store. They did all of their growth in-house, so the final 10 years have been about how do I transfer these of us to extra trendy, industrial purposes. We have been working a Novell community on the time and even 10 years in the past, it was outdated.
After I received right here, I had a workers of about 125 and 10 years later, my workers is identical dimension and the entire metropolis has grown round us. Now we have extra parks, transportation, cops and firefighters—all of the issues that that you must be a profitable metropolis. However our back-office operations, each in HR and IT, didn’t develop. The one approach that you are able to do that’s when you make the funding in know-how.
HRE: So that you moved to Oracle cloud companies?
Haupert: We knew we needed to and we felt like this was going to amplify our capabilities. With our newest enterprise useful resource planning undertaking, we applied our Oracle HCM once we have been coming into the pandemic. We did this full implementation principally distant.
HRE: What are Tampa’s HR and different departments’ particular wants?
Haupert: We’ve received like 30 completely different departments they usually all have their very own major companies. All of them wish to know that they’re a very powerful buyer now we have and I do my finest to try this. All of them have completely different wants.
From an HR standpoint, we knew that we would have liked to do that change. We all know that everyone wants that digital connection and self-service was actually an enormous factor for us. We needed to make use of this new system the way in which it was designed for use after which begin “infilling” [data and operations] the place we as soon as stored observe of issues in spreadsheets or a third-party program. We mentioned, let’s make the most of that workflow that’s extra built-in between price range and HR.
HRE: How was your migration to Oracle’s HCM final November?
Haupert: It was one of many smoothest implementations that I’ve ever had an opportunity to work on. I gained’t say we didn’t have points however we did a variety of nice coaching upfront. Kelly Austin, our HR director, her crew, and our payroll crew put their A Group on this. It wasn’t just like the IT crew doing one thing and throwing it over the fence. We have been working collectively.
HRE: Do you utilize Oracle know-how for onboarding?
Haupert: We’ll be going stay within the fall of 2023. A giant focus for us once we’re onboarding any person is what do they want. What sort of coaching do they require and the place are they speculated to go? We would like that to all occur within the system.
HRE: Do you could have a devoted individual in your IT workers who works with the HR division? Is there an HRIS director? 
Haupert: I’ve received about 4 of us who’re devoted to supporting HR from a know-how standpoint. They’re roughly embedded [with them]. We don’t all stay collectively, however we’re there when there’s a brand new implementation, after they have an issue, or after they’re asking how we do one thing new. Our IT of us are there supporting them.
HRE: Is there a silver bullet that you just’re in search of relating to serving IT for HR?
Haupert: No, I don’t assume there’s a silver bullet. One of many issues I appreciated concerning the new system is that each quarter we get bug fixes, upgrades and new capabilities. Considered one of these new capabilities is our studying administration system, the place supervisors might begin establishing their very own coaching packages. And our HR division mentioned, “we want that proper now.” You wouldn’t have seen that earlier than as a result of now we’re on this new platform, and it’s pushing us to undertake new applied sciences and enhancements which can be occurring on a quarterly foundation.
I feel that prepares not simply our HR division, however our entire workforce for the concept that your job adjustments day-after-day. And that you must incorporate these enhancements in your work day-after-day.
Registration is open for HRE‘s upcoming HR Tech Digital Convention from Feb. 28 to March 2. Register right here.
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