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How the town of Tampa moved to trendy HR expertise


In a rising metropolis, HR wants a companion in IT with a purpose to deal with conventional duties and trendy challenges. In Tampa, Russell Haupert oversees that relationship as chief data officer, chief expertise officer and director of expertise and innovation, serving the Florida metropolis of about 400,000 residents and 4,800 full-time and part-time workers. 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 expertise to a contemporary cloud system.

This interview has been evenly edited for readability and brevity. 

HRE: You joined as Tampa’s chief data and expertise officer a decade in the past. What was the HR expertise like at the moment? 

Russell Haupert, Director and Chief Information Officer, City of Tampa
Russell Haupert

Russell Haupert: Once I began this job, we had 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 people to extra trendy, business purposes. We had been operating a Novell community on the time and even 10 years in the past, it was previous. 

Once I obtained right here, I had a workers of about 125 and 10 years later, my workers is similar dimension and the entire metropolis has grown round us. We now have extra parks, transportation, cops and firefighters—all of the issues that it’s worthwhile to be a profitable metropolis. However our back-office operations, each in HR and IT, didn’t develop. The one manner that you are able to do that’s for those who make the funding in expertise.

HRE: So that you moved to Oracle cloud providers? 

Haupert: We knew we needed to and we felt like this was going to amplify our capabilities. With our newest enterprise useful resource planning venture, we applied our Oracle HCM after we had 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 obtained like 30 totally different departments they usually all have their very own main companies. All of them need to know that they’re crucial buyer we have now and I do my greatest to try this. All of them have totally 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 a giant factor for us. We needed to make use of this new system the best way 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 funds 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 received’t say we didn’t have points however we did lots of nice coaching upfront. Kelly Austin, our HR director, her staff, and our payroll staff put their A Workforce on this. It wasn’t just like the IT staff doing one thing and throwing it over the fence. We had been working collectively.

HRE: Do you utilize Oracle expertise for onboarding?

Haupert: We’ll be going dwell within the fall of 2023. A giant focus for us after 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’ve gotten a devoted particular person in your IT workers who works with the HR division? Is there an HRIS director?

Haupert: I’ve obtained about 4 people who’re devoted to supporting HR from a expertise standpoint. They’re roughly embedded [with them]. We don’t all dwell collectively, however we’re there when there’s a brand new implementation, once they have an issue, or once they’re asking how we do one thing new. Our IT people are there supporting them.

HRE: Is there a silver bullet that you simply’re searching for in the case of serving IT for HR?

Haupert: No, I don’t assume there’s a silver bullet. One of many issues I preferred concerning the new system is that each quarter we get bug fixes, upgrades and new capabilities. One in every of these new capabilities is our studying administration system, the place supervisors might begin establishing their very own coaching applications. 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 are taking place on a quarterly foundation. 

I feel that prepares not simply our HR division, however our complete workforce for the concept that your job modifications each day. And it’s worthwhile to incorporate these enhancements in your work each 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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