ERP and HCM Selection Advisory

An ERP or HCM decision has to connect finance, projects, operations, people and pay. Grahall helps client owners turn how work actually flows into requirements, compare options and define decisions before implementation. Our compensation and HR expertise brings depth to job classification, craft and site pay, approval rules and payroll handoffs, whether we advise on a wider program or work alongside your existing selection team.

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Broader Business Systems Discovery

For an agreed broader scope, we map bid-to-closeout, job cost and margin, hiring and dispatch, time-to-pay, time-to-invoice, purchasing, suppliers, equipment and inventory with the people who own each process. Discovery includes entities, locations and operating volumes; existing systems and contract dates; shared data and its owners; field devices, connectivity and access; required records; and reporting and planning needs.

We identify manual handoffs, priorities and the baseline measures the client wants to improve. Requirements can include operating and capital budgets, project reporting, asset custody and maintenance records, customer invoice formats and appropriate document or workflow automation. Retaining, extending and replacing systems are compared against agreed criteria. Legal, accounting and tax requirements are confirmed with the client's qualified advisers.

What You Get

• Requirements catalog for HR, time, payroll and compensation, plus agreed finance, project and operations workflows.
• Pay complexity profile: entities, states, job families, crafts, certifications, differentials, per diem and approval paths.
• Workflow and data inventory: current systems and handoffs, data owners, reporting needs and priorities for the agreed scope.
• Fit-gap matrix across the options you are considering, including keeping what you have.
• Cost and risk comparison for the agreed scope, with assumptions and dependencies recorded.
• Decision memo and phased roadmap proportionate to the scope, with a briefing for the people who decide.

How It Works

A focused HR and pay selection review typically runs across six weeks: kickoff and a document pull, interviews and requirements, fit-gap review against vendor answers and demonstrations, a draft memo and a decision briefing. Broader enterprise discovery has its own agreed participants, outputs and timetable. Approved AI tools can assist the review of job lists, rate sheets, policies and vendor material; our consultants run the interviews and make the recommendations.

When to Call Us

Start before the shortlist is final, if possible. Writing down operating requirements and pay rules early helps make decisions explicit before configuration begins. We can also work alongside general ERP selection consultants who want depth on HR and pay within their process.

How We Compare Options

We compare options against agreed requirements, cost and risk, and document the reasoning. We do not negotiate licenses or resell software. The client makes the selection. Where an option includes work by Fellowship Automation, a separate related-party firm, the relationship and any financial or compensation arrangements are disclosed before selection. That option is evaluated against the same requirements as alternatives.

What Comes Next

The brief usually shows what has to be designed before a vendor configures anything. That work is described under Job Architecture, Pay Structures and HR Data Readiness. For industrial contractors, the next design step may include Craft Pay-Band and Rate-Sheet Governance. See all of our Enterprise ERP, HR Technology & AI.

For delivery governance, see ERP and HR Implementation: Client-Side Delivery. Configuration and engineering remain separately scoped with the client's chosen providers.

Common Questions

We already have an ERP selection consultant. Why add Grahall?
We can take the people and pay workstream within your team's selection process, or agree a wider client-side discovery scope with the business owners. Responsibilities are defined with the existing advisers.

Will you recommend a vendor?
We assess which options fit the agreed business, people and pay requirements and show the reasoning. Any related-party involvement, financial interests or compensation arrangements are disclosed before the client makes its choice. The client can select another provider.

How much of our people's time does it take?
A focused HR and pay review typically involves about a dozen one-hour interviews and a document pull over six weeks. A wider program needs agreed participation from finance, operations, HR, payroll and IT, with time commitments set during discovery.

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To talk it through, contact Ali Riyaz at ali.riyaz@grahall.com or 603.205.5033.

Grahall does not provide legal or tax advice.