Live in weeks, not months

A four-week target path—backed by the operating discipline required for a dependable launch.

The current duoHR launch model presents discovery, data migration, configuration and training across four weeks, followed by go-live. Scope, data quality, payroll complexity, entities and integrations determine the actual plan.

Start 30-day free trial Book a tailored demo

No generic sales tour Built around your workflows

Standard target journey

Four focused weeks from discovery to team readiness.

This target is appropriate only when scope is standard, source data is available, decisions are timely and internal owners participate.

Week 1 · Discovery

Confirm scope, process owners, workforce structure, policy decisions, integrations and launch measures.

Week 2 · Data migration

Clean, map, import and reconcile employee, organisation and opening data.

Week 3 · Configuration

Set roles, permissions, policies, workflows, calendars, payroll components and reports.

Week 4 · Training

Prepare administrators, managers and employees; complete readiness checks and support planning.

Go live with visible support, issue ownership and stabilisation

Shared responsibility

The system can be configured quickly. Unresolved policy and poor source data cannot.

Successful implementation requires an empowered HR owner, payroll and Finance participation, IT and security input, business representatives for location or workforce rules, and timely decisions from the project sponsor.

The complete implementation method

Six operating phases protect the four-week target from becoming a rushed configuration exercise.

The phases may overlap in a prepared implementation, but each responsibility and evidence point still needs an owner.

Discovery and governance

Agree scope, process owners, policy decisions, integrations, success measures and project governance.

Current-state workshops
Target operating model
Decision and risk log

Data preparation

Identify authoritative sources, clean employee and organisation data, and approve migration templates.

Data dictionary
Cleansing and reconciliation
Migration sign-off

Configuration

Set structures, roles, policies, workflows, calendars, payroll components, reports and notifications.

Configuration workbook
Role and access matrix
Test scenarios

Validation

Test representative and edge cases; compare payroll or other critical outputs in controlled parallel cycles.

User acceptance testing
Parallel validation
Issue resolution

Training and launch

Prepare process owners, managers and employees with role-specific guidance and clear support paths.

Admin training
Manager enablement
Employee communication

Stabilisation and expansion

Review issues, adoption, service measures and readiness before adding more modules or locations.

Hypercare reviews
Adoption dashboard
Phase-two roadmap

Internal project team

Name accountable owners before kickoff.

A cross-functional implementation team reduces delayed decisions and prevents configuration from becoming disconnected from business reality.

Executive sponsor

Removes barriers and approves scope decisions.

HR process owner

Owns policy, data and operating outcomes.

Payroll & Finance

Validates pay inputs, outputs and controls.

IT & Security

Owns identity, integrations and assurance review.

Business champions

Validate location and manager workflows.

Project manager

Runs decisions, dependencies, issues and cadence.

Go-live readiness

Do not mistake configured for ready.

Go live when critical data is reconciled, representative scenarios pass, owners can operate the process, employees know where to act and the support path is visible.

Data reconciliation approved Critical workflows tested Payroll variance explained Roles and access reviewed Owners trained Support and escalation published

See it in your operating context

Scope implementation before committing to a date.

Bring your current systems, employee count, locations, payroll groups, data history and integration needs to the discovery conversation.