Closed ATM View - RBA-OT-IT-12
Human Capital Management Solution
Canberra, Sydney, Melbourne, Adelaide, Perth, Brisbane, Darwin, Hobart
The Bank is seeking a new HCM Solution that would need to be a comprehensive product that at a minimum had the following attributes:
•Cloud software as a service (SaaS) based platform
•Supports all of the Bank’s key human resource (HR) processes, including workforce planning, remuneration and benefits management, performance management, talent management and succession planning, career planning and development, position management, time and attendance, administration of staff data, and employee/manager self-service.
•Provides all of the key HR functionality in a single and/or integrated system.
•Can be accessed via an application (Apple or android) on mobile devices (tablets and mobile phones) for most commonly used self-service tasks, including (at a minimum):
(i) Viewing leave balances and submitting leave requests; and
(ii) Actioning/viewing workflow notifications and approvals.
•Can integrate with the Bank’s current on premise payroll system (PeopleSoft HCM) to facilitate payroll processing, by providing input data into the core Human Resource (HR), global payroll (GP), absence management (AM) and time and labour (TL) modules as required.
•Supports Single Sign-on (SSO) user authentication via Security Assertion Markup Language (SAML 2.0).
•Has Service and Organisation Control 2 (SOC2) Type II or Information Security Registered Assessors Program (IRAP) certification or ISO 27001.
•Provides the capability to ensure that the Bank data (all content, metadata and user information) is encrypted in-transit and at-rest (on disk/backup & offline storage). Data transmissions including all server-to-server transmissions, within, between and outside data centres.
•Has the capability to send emails as part of the business process workflows
j. Has the capability to provide audit information of system and data transactions regularly and on request
1. Tender response received prior to the closing time
2. Received completed & signed Response Deed
3. Respondent exists as a legal entity at closing time.
4. The Proposal must be in English.
5. Any reference in the Proposal relating to measurements and dimensions must be expressed in metric units.
6. All costs, fees, prices and other monetary amounts in the Proposal must be expressed in Australian currency.
7. Respondent is providing a cloud based SaaS HCM solution.
8. The Supply includes all of the Bank’s key HR functionality, which is:
•Workforce planning – key processes include capacity planning, talent pooling, organisational design, restructure modelling and redeployment.
•Remuneration and benefits management - key processes include remuneration analysis, remuneration benchmarking, annual remuneration review including salary and bonus recommendations, benefits analysis and management, remuneration structure.
•Performance management - key processes include probation, goal setting, performance feedback, and performance ratings and calibration.
•Talent management and succession planning – key processes include formal talent reviews, succession planning for all management and critical positions, and staff readiness and development processes.
•Career planning and development – key processes include planning development opportunities for employees to achieve career aspirations and goals, identification of high potential key talent, and access to career and capability framework to enable career progression and development pathways
•Position management – key processes include the creation and update of position data and the job families framework
•Time and attendance, including timesheets, work scheduling and staff cost charging functionality
•Administration of staff data – which includes core position, work / job and personal data. Key processes include processing staff movements (such as internal transfers, higher duties, internal and external secondments, processing departures (including resignations, retirement, contract expiry and involuntary separations), management of work data (such as work schedules, contracts, reporting line updates) and employee screening checks.
•Employee / Manager Self Service e.g. leave management, ad-hoc payments, skills and qualifications.
6. The Supply provides all of the key HR functionality in a single and/or integrated system.
7. The Supply can be accessed via an application (Apple or android) on mobile devices (tablets and mobile phones) for most commonly used self-service tasks, including (at a minimum):
(i) Viewing leave balances and submitting leave requests; and
(ii) Actioning/viewing workflow notifications and approvals.
8. The Supply can integrate with the Bank’s current on premise payroll system (PeopleSoft HCM) to facilitate payroll processing, by providing input data into the core human resource (HR), global payroll (GP), absence management (AM) and time and labour (TL) modules as required. PeopleSoft will continue to calculate the payroll results based on these inputs.
9. The Supply must support Single Sign-on (SSO) user authentication via Security Assertion Markup Language (SAML 2.0).
10. The Supply (cloud platform offering) must have Service and Organisation Control 2 (SOC2) Type II or Information Security Registered Assessors Program (IRAP) certification or ISO 27001.
11. The Supply provides the capability to ensure that the Bank data (all content, metadata and user information) is encrypted in-transit and at-rest (on disk/backup & offline storage). Data transmissions including all server-to-server transmissions, within, between and outside data centres.
12.The Supply must have the capability to send emails as part of the business process workflows
13. The Supply must have the capability to provide audit information of system and data transactions regularly and on request
October 2021