Oracle Fusion HCM
Fusion Cloud HCM, Built for Adoption
A configured system nobody uses isn't a success. We pair deep functional and technical Oracle HCM expertise with real change management, so the system your team designs is the system your people actually adopt.
Go-Live Isn't the Finish Line
Most Oracle HCM projects are scoped, staffed, and measured around one milestone: go-live. But go-live isn't the finish line. It's the point where adoption, data governance, and long-term maintainability either take hold or quietly fall apart. Too many partners hand off a technically complete system and move on before that part happens. We don't.
Our Oracle HCM Services
Full lifecycle support across Oracle Fusion Cloud HCM, from first implementation through ongoing managed services.
Core HR & Global HR
Implementation, configuration, and optimization of Fusion Cloud Core HR, including global HR structures, workforce data, and organization design built to scale across multiple countries and business units.
Payroll
Fusion Cloud Payroll implementation and migration, legacy payroll conversions, and third-party payroll interfaces (including ADP), backed by ongoing support that keeps pay accurate and on time.
Talent Management
Recruiting, Learning, Performance, Goals, Talent Review, and Succession Planning configured around how your organization actually manages talent.
Compensation, Benefits, Absence & Time
Compensation planning and workforce comp cycles, benefits administration, and absence and time and labor configuration that cut manual HR work and keep downstream data clean.
Why HCM Projects Fail, and How We Do It Differently
Where most HCM projects go wrong
- The partner treats HCM as a technical build and hands off a "complete" system with no plan for adoption.
- Change management is an afterthought, a slide at the end of the deck.
- Delivery relies on a rotating cast of offshore resources with no continuity from design through hypercare.
- Configuration drifts from standard until every future update becomes its own project.
How OnPlan runs HCM projects
- Change management is built into the plan from kickoff: training, communication, and manager enablement.
- The same senior consultants who design the solution build it and stay through hypercare.
- Our teams pair functional HR process knowledge with hands-on Oracle configuration skill, so decisions account for both from day one.
- We keep configuration close to standard where it should be, and go deep only where your business genuinely requires it.
HCM Doesn't Run in Isolation
Workforce data touches nearly every other system you run: payroll interfaces, financial reporting, procurement approvals, time and labor feeds. A Fusion HCM implementation that ignores those connections creates cleanup work down the line. We design HCM configurations, security structures, and integrations with the rest of your Oracle footprint in mind, whether that's a parallel ERP implementation, a third-party payroll provider, or reporting that has to reconcile against the general ledger.
How We Work
Discovery
We map your current HR processes, pain points, and org structure against Fusion HCM's delivered capabilities.
Design
Functional and technical leads design the solution together, so what's configured matches how HR actually operates.
Configure & Build
We build in Oracle Fusion Cloud HCM, keeping close to standard configuration for long-term maintainability.
Test & Train
Role-based training and testing, timed to your organization's calendar, so people are ready before go-live.
Go-Live & Support
Hypercare from the same team that built the system, followed by managed services for the long run.
What Sets Us Apart
Functional and technical depth in one team
Consultants who understand both HR process design and the underlying Oracle configuration.
Change management built in, not bolted on
Training, communication, and manager enablement are planned from day one, staffed and tracked like any other workstream.
Boutique, senior-staffed delivery
Project teams led by senior practitioners who stay on the engagement from start to finish.
Fixed-scope, transparent delivery
Clear scope and milestones from the start, so the timeline and budget hold. On plan, on time, on budget.
Client Results
Live on Fusion Cloud HCM in 7 Months, on the Client's Terms
This client ran HR and finance on legacy on-premise systems that made standardization and reporting difficult across a tribal government structure. OnPlan implemented Fusion Cloud Core HR, Benefits, Payroll, Time & Labor, and Absence Management alongside ERP and SCM, timed around the client's operational calendar. Manager Self-Service and approval workflows replaced paper HR change forms, while optional Employee Self-Service preserved the high-touch support the workforce relied on.
7 mo.
Initial implementation
5
HCM modules live
Realigning HCM for ERP, Without Disrupting HR Operations
This client's original Fusion HCM implementation relied on 50 Business Units and Reference Data Sets to control workforce data, a structure that became unsustainable as the organization prepared for an Oracle ERP Cloud implementation. OnPlan restructured HCM to 4 Business Units and 50 Divisions, built exception reporting to catch invalid data combinations, and preserved every downstream integration, report, and security control.
50 → 4
Business Units
3 mo.
Project timeline
Frequently Asked Questions
How is Oracle Fusion Cloud HCM different from the legacy HR system we're replacing?+
Legacy systems like PeopleSoft, Oracle E-Business Suite HR, on-premise ADP, or homegrown tools usually require heavy customization to keep data accurate. Fusion Cloud HCM runs on standard, delivered processes across Core HR, Payroll, Talent, and Compensation. Configured well, it reduces the customization your team has to maintain and gives you a single source of truth for workforce data instead of disconnected systems.
How long does a typical Fusion HCM implementation take?+
It depends on scope, but a focused Core HR and Payroll implementation can go live in as little as seven months. Projects that add Talent Management, multiple countries, or complex integrations typically run longer. We scope the timeline around your organization's calendar, including open enrollment, payroll cycles, and fiscal year end, rather than a generic template.
We already have Fusion HCM live. Can you help us fix or restructure it?+
Yes. A significant share of our HCM work is post-go-live remediation: reworking Business Unit and organization structures, cleaning up security, fixing integrations, or realigning HCM with a parallel ERP implementation. We recently reduced one client's Business Unit count from 50 to 4 in three months without disrupting payroll, reporting, or integrations.
Do you support third-party payroll providers like ADP alongside Fusion HCM?+
Yes. We build and maintain interfaces between Fusion HCM and third-party payroll providers, including work structure changes, employee data feeds, and time and labor integrations, so Fusion stays your system of record for workforce data even when payroll processing lives elsewhere.
What does change management actually look like on your projects?+
It's built into the plan from kickoff. That means role-based training, manager enablement so approvals and self-service actually get used, communication plans timed to your organization's rhythm, and playbooks your team keeps after we leave. Adoption is a workstream we staff and track, the same as any other deliverable.
What happens after go-live?+
We offer managed services support for Fusion HCM environments, including quarterly update review, configuration change support, and issue resolution, so you're not left managing a live Oracle system alone once the project team rolls off.
Let's Talk About Your HCM Strategy
Whether you're planning a first implementation, migrating off legacy HR systems, or fixing a Fusion HCM environment that never quite got adopted, our team can help you sort it out.
Talk with a Senior Consultant