Data inaccessibility, poor security, or chaotic, convoluted tasks in dire need of automation – the motivations behind the need for a new HR system can be varied, but often the greatest hurdle is yet to be faced.

Advocating for change within an organisation is a challenge HR knows all too well and gaining C-Suite buy-in for a new HR solution can be a strenuous process if leadership aren’t on the same page.

This requires a strategic approach according to the two main factors C-Suite will consider when assessing your business case.

First, how effectively your business case presents the need for an HR system or a new HR system with your organisation uniquely in mind, from budget and industry to the main challenges and successes.

Secondly, the internal credibility of HR. This isn’t just referring to your Head of HR who may sit within the leadership team, but how your entire function is regarded in the business.  

Download our whitepaper below for expert insight and actionable steps for how you can make your HRIS business case a success with C-Suite.