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We have gone from using separate HRIS and Payroll solutions to an integrated product (Ultipro). Can anyone offer advice about an effective organization structure to manage the system since the two departments using it have different reporting lines?

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EMERSON GALFO
Title: CFO
Company: C-Suite Services
LinkedIn Profile
(CFO, C-Suite Services) |

One could argue placing the HR inside the CFO function....and this will certainly cause lots of organizational pushback.

The most practical option is identifying (and assigning) which departments are responsible for what portions (info) of the combined system and leave the "org" AS IS. In other words, try to lessen (or eliminate) the finger pointing. I believe this is the option of least resistance and still manage your combined system.

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Len Green
Title: Performance Improvement Consultant and E..
Company: Haygarth Consulting LLC
LinkedIn Profile
(Performance Improvement Consultant and ERP Strategist, Haygarth Consulting LLC) |

Building on Emerson's comments, can I suggest that you consider starting the discussion by stating to your colleagues that, fundamentally, this is an "enterprise wide" solution, not a parochial/departmental system. Get your HR peer and others to see the light that this statement entails.

Then simply work with your dept heads to identify who should be involved in:
-managing master data
-processing transactions/updates to records
-using system based controls as far as possible
-dividing duties in line with sound internal controls
-using the data to provide reports and queries to different people for different reasons (e.g. if the VP Sales requests certain reports to help manage his sales team, listen to his needs).

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