ERP HCM Functional Lead

The Morganfield Group; Oregon; Hybrid; USD 165,000 - 276,000; Full time

Benefits offered by this job

Remote work for analysis

Travel to Greensboro, NC

Phased engagement with start dates

No visa sponsorship for this role

Job summary

The Morganfield Group is assembling a key-personnel team for a multi-year ERP transformation focused on government HR/payroll, finance, and related processes. The role entails strategy, business case development, requirements, vendor/SI selection, and program governance, with phased consulting deliverables through go-live and beyond.

You will lead analysis for HR/payroll, map current-state processes, design future-state scenarios, and ensure compliance with public-sector statutes, while

Qualifications

• Experience leading government HR/payroll ERP projects with current-state and future-state process ownership.
• Ability to derive vendor-neutral selection scenarios and acceptance criteria.
• Strong knowledge of statutory requirements translation for public-sector HR/payroll (FLSA, FMLA, OSHA).

Responsibilities

• Direct the business analysts' current-state mapping across HR modules (recruitment, onboarding, benefits, payroll).
• Separate statutory requirements from inefficient practices using client-approved reports and data extracts.
• Translate business and statutory requirements into vendor-neutral selection scenarios and future-state designs.
• Coordinate design reviews, payroll parallel testing, conversion validation, UAT and operational readiness with client stakeholders and SI.
• Produce HCM and payroll acceptance evidence to support each decision gate.

Skills

Current-state mapping

Future-state design

Vendor-neutral selection

UAT coordination

Job description

TMG is assembling the key-personnel team for a prospective multi-year ERP transformation at a U.S. county government: HR, payroll, benefits, finance, budget, procurement and capital assets, moving off a legacy platform. TMG's proposed role is independent: strategy and business case, requirements, ERP vendor and systems‑integrator selection, program governance, business readiness and assurance. The selected vendor and SI build, configure, convert and unit‑test. Final responsibilities follow the approved statement of work.

The role

Lead HR and payroll business analysis, requirements and functional assurance: current‑state mapping, vendor-neutral selection scenarios, future-state process design, payroll comparison cycles and business acceptance, for a local‑government workforce with public‑sector statutory complexity (FLSA including §7(k), FMLA, OSHA and state retirement-system reporting).

What you will do

Direct the business analysts' current-state mapping across recruitment, onboarding, benefits, payroll, classification and employee relations.

Separate statutory and policy requirements from inefficient practice, using client-approved reports and extracts to size manual work and data-quality exceptions.

Translate business and statutory requirements into vendor-neutral selection scenarios, future-state designs and acceptance criteria.

Coordinate functional design review, payroll parallel comparisons, conversion validation, UAT and operational readiness with client process owners and the selected SI.

Produce the HCM and payroll acceptance evidence that supports each decision gate.

Commitment and terms

Phase 1 at 0.40 FTE; Phase 2 at 0.50 FTE; full-time from solution design through go-live (Phases 3‒6, late 2027 to end 2029); Phase 7 at 0.50 FTE. Starts early 2027.

This is contract consulting, contingent on contract award, client approval and a mutually agreed engagement. Staffing is phased and start dates are staggered from early 2027; continuous full-time work is not assumed. Work is remote for analysis and documentation, with occasional travel to Greensboro, North Carolina, for workshops, design sessions, test starts, rehearsals and cutover. Travel frequency is agreed before you accept.

About The Morganfield Group

The Morganfield Group helps organizations lead complex transformations: enterprise modernization, M&A integration and the recovery of critical programs. Founded in 2013, the firm pairs executive advisory with hands‑on delivery leadership, serving executive teams, private-equity operating partners and portfolio companies facing significant change, delivery risk or gaps in transformation leadership. Engagements range from diagnostics and advisory to interim leadership and full program management.

Requirements

• Government HR/payroll ERP projects with personal ownership of current-state and future-state process work and requirements.
• Payroll parallel testing, conversion reconciliation and business acceptance for an ERP go-live, with quantified results.
• Statutory translation in public-sector HR and payroll; local-government experience strongly preferred.

How we evaluate

• For each role we compare two relevant projects where available: type and scale, your own authority and deliverables, phases completed, decisions you made and measurable results. Verified delivery evidence, sound independent judgment and practical lifecycle-cost reductions count for more than titles or certification lists.
• Every application is read by a person; there are no automatic cut-offs on years, degrees or certifications.

Independence and consent

You will be asked to disclose current ERP vendor or SI affiliations, referral fees or other financial interests that could bear on independent advice. We assess the actual conflict rather than screening out everyone with prior SI experience. Before any shortlisted candidate is named in a client proposal, TMG obtains explicit written permission and confirms role, availability and commitment. Applying does not authorize proposal inclusion. References are requested separately, with your permission.

Benefits

• Consulting rate agreed individually by role and phase.
• Client-site travel reimbursed at cost under the engagement's pre-approved travel terms.
• Phased commitment with written confirmation of start date, hours by phase and competing commitments.
• Engaged as a TMG employee or TMG subcontractor (individual) under a standard subcontract, confidentiality undertaking and insurance requirements.
• C2C or W2.
• Individual consultants only; no agencies or third-party submissions.
• U.S. work authorization required; no visa sponsorship for this engagement.